Experian 2016 Annual Report Download - page 23
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21
Dependency on highly skilled personnel 1 2 4 5 6
Risk trend Description Examples of control mitigation
Stable
Our success depends on the ability to
attract, motivate and retain key talent
and build future leadership.
• In every region, we have ongoing recruitment, personal
and career development, and talent identification and
development programmes.
• We carry out our Global People Survey approximately
every 12 to 18 months and act on the feedback.
• We offer competitive compensation and benefits and
review them regularly.
• We actively monitor attrition rates, with a focus on
individuals designated as high talent or in strategically
important roles.
Potential impact Changes from 2015
Not having the right people could materially
affect our ability to service our clients and
grow our business.
We monitor engagement through a variety of channels. We are
delivering the action plans from our 2015 Global People Survey,
and our next survey will take place in June 2016. Voluntary
attrition rates have increased, and are an area of primary focus
for us. Talent, succession planning and reward also continue to
be key initiatives. For further information on our succession and
retention programmes please refer to the Our people section of
the Strategic report.
Key
Our strategy:
1 – Consumers at the heart of
what we do
2 – A culture of winning together
3 – Disciplined capital allocation
4 – A powerful brand
5 – Leading, innovative products
6 – Great client outcomes
V – Considered as part of
the viability assessment
Strategic report •Principal risks – identifying and managing risk