Saab 2012 Annual Report Download - page 44

40 SAAB ANNUAL REPORT 2012
EMPLOYEES
A CLEAR ADVANTAGE: 14,000
EMPLOYEES WORKING TOGETHER
In order to implement its strategy, remain
at the leading edge and achieve our goals,
Saab needs to have the right skills within
the company. Our overarching goal is to be
an attractive employer to both current and
future employees.
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Saab’s new Management Development training programme,
launched in March 2012, will strengthen business leadership
within Saab. The Management Development concept targets both
new and experienced managers and has a exible, needs-based
structure. The training is comprised of eight modules with varying
orientations: Professionalism, Strategic Leadership, Communi-
cative Leadership, Personal Leadership, International Business
Culture and Leading in Change.
We also offer internal management development programmes,
including the ACMN programme (Advanced Corporate Manage-
ment Network), which has brought together participants from
Sweden, South Africa, England and Australia. The purpose of
the programme is to learn more about Saab’s entire operations
in order to develop as a leader in an increasingly international
environment.
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Strong focus this year was placed on skills exchange and recruit-
ing. In 2012 alone, Saab welcomed over 1,800 new employees,
and close to 200 employees moved to new positions within the
Group. Approximately 30 per cent of the new employees joined us
through strategic acquisitions. This has imposed high demands on
a well-functioning, harmonised HR process that provides strong
support to managers in both recruitments and departures.
A new web-based introductory training programme, “This is
Saab”, was launched and will be completed by all new and existing
employees. Response to the training, which can be completed
individually or in groups, has been very positive. The programme
includes several modules and provides an excellent overall picture
of Saab’s operations, values and applicable rules for all employees.
Saab’s focus on Performance Management also means that we
set clear development goals from the outset, goals that can be fol-
lowed up in the annual employee review that managers hold with
each employee.
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Saab has developed a strategy to strengthen the company as an
employer brand. The goal is to create ideal conditions for attract-
ing potential employees and developing and retaining existing em-
ployees. The right expectations are generated by clarifying what is
offered and the demands that are placed on our employees, and
Saab reaches talented people who want to develop and perform
with us. A basic requirement is that people who want to work with
us support Saab’s values. The activities that will be implemented
under this strategy focus on lower and upper secondary schools
and students to foster interest in technology and generate inter-
est in Saab as a future employer, and on the working population
to generate immediate interest in working at Saab. We work in
the short and long term to spread awareness and knowledge of
Saab’s operations.
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Saab’s Code of Conduct establishes a number of important prin-
ciples and stipulates that trust is the foundation of our operations.
The Code includes descriptions of the regulations that apply to the
business in general, proper workplace behaviour, business ethics
as the key to winning trust, and our internal and external commu-
nication methods.
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r Further strengthen Saab’s management with a focus on business
orientation, communication and involvement of employees at all
levels.
r Secure and develop future talent pipeline by strengthening
Saab’s employer offering.
r Continue to strengthen and harmonise HR support from a global
perspective.
Unique collaboration secures
future technology skills
As an engineering company, Saab is dependent on the avail-
ability of skilled employees with a desire to innovate, employees
with an interest in and curiosity about technology. Stimulating
and encouraging young people’s interest in technology at an
early age is one way to secure our own future activities.
Three years ago, after careful preparation, we started a national
college preparatory technology programme in cooperation with
the Vasa secondary school in Arboga. The aim is to get more
young people interested in technology and mathematics and to
generate interest in our varied high-tech business. During the
training period, theory was interspersed with practical training
and placement blocks at Saab. The programme also included
international study, paid internships, private tutors and offers of
summer work. The rst class graduated on 7 June 2012.