Chrysler 2001 Annual Report Download - page 19
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Report on Operations – Fiat and its People
fields. The assessment process is a source of information for
the development of carefully targeted training programs and
other activities that can help expand existing competencies
and of guidelines for the establishment of compensation
policies and development and career tracks.
In keeping with its specific mission, Fiat Gra.De, continued to
devote special attention to the recruitment of college graduates
(mostly engineers). The Group offers these employees a career
track that includes experience in different Sectors and countries,
with the goal of developing management resources that
possess highly developed international and cross-functional
skills. Out of a total of about 1,200 recent graduates hired
in 2001, 120 were enrolled in the Fiat Gra.De program.
“… leadership in the management of human resources …”
In order to help employees achieve the Group’s objectives,
managers are being asked to employ behaviors that by
encouraging the sharing of knowledge, increasing employee
motivation and empowerment and enhancing their professional
skills are emblematic of the notion of leadership, as it is
defined within the Fiat Group. Work done in this area in 2001
included the intensified use of a program designed to assess
the leadership skills of the Group’s current and future managers.
The tools used — assessment center and audits conducted
together with subordinates, colleagues and the direct supervisor
of the person being assessed — contributed to increasing
awareness of the leadership principles and encouraged
the adoption of improvement programs.
The use of a management review process to measure
performance and growth potential resulted in a significant
overhaul of the Group’s management resources and in the
identification of a large number of people with high potential,
who were enrolled in professional development programs.
“… people satisfaction …”
This survey is designed to assess the level of job satisfaction,
which is a key factor in ensuring that employees share the
Group’s objectives. In 2001, the survey polled 40,000
professional and white-collar employees worldwide. The
findings were positive and showed an improvement over
the previous survey. They also confirmed that Fiat’s Values
and Policies are increasingly shaping the Group’s everyday
operations and provided a basis for improvements, which
management is committed to put into place in 2002.
LABOR COSTS AND INDUSTRIAL RELATIONS
“… the Result Bonus for 2001 …”
As required under the Group Agreement of March 18, 1996,
the amount of the Results Bonus payable in 2001 was computed
in June. The Bonus, which applies to Italian metalworking
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Team Ferrari: a paradigm of winning organization.