TomTom 2009 Annual Report Download - page 23

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/ 21
HUMAN RESOURCES
Our employees’ work is centred around the four
core values of the group, namely open spirit,
passion for results, innovative thinking and
customer driven. These are at the heart of our
strategy and form the basis for recruiting, training,
development and compensation.
HUMAN RESOURCES ORGANISATION
It has been a year of substantial progress and
transformation for the group, which has driven
change in the way the Human Resources
organisation is structured. The new group human
resources structure builds on best practices from
the whole group and will deliver efficient and
effective human resources support to the global
business. This year, there has been an improved
business focus of human resources to accomplish
commercial objectives, delivering, amongst other
things, a further improved structure of
compensation and benefits.
EMPLOYEE ENGAGEMENT
In April 2009, all employees were invited to
participate in the group’s first Employee
Engagement survey. The objective was to get
structured feedback from employees, identify
priorities and enable managers to take actions
to enhance employee commitment. The majority
of our employees took the opportunity to participate
in the survey and provided the management team
with useful feedback to improve and change
management action plans on topics like the
organisation of work, training, remuneration and
workload. It revealed strong pride in TomTom
products and satisfaction with managers and
the team environment.
COMPENSATION AND BENEFITS
Compensation
Our approach to compensation is set up to support
the company’s worldwide strategy, and consists of
a mixture of base salary and performance-related
bonus, plus a long-term incentive for certain
employees.
In addition to these basic pillars, individual, role-
specific output bonuses are offered as an incentive
for certain employees around areas such as patent
creation and individual recognition.
Performance-related bonus
In 2009 a new performance-related bonus plan was
introduced. The new plan is a significant part of
every employee’s total cash compensation. It
directly links company performance to individual
performance by creating a bonus pool based on
realisation of annually determined financial targets.
The available bonus pool is allocated to eligible
employees based on their performance. The target
bonus percentages vary depending on the level of
influence of each role on the execution of TomTom’s
strategy. This new plan better fits with our vision
that success for TomTom as a business should also
mean success for the individual employee.
Benefits
TomTom is committed to providing all employees
with sufficient security in terms of pension, health
and disability cover. Our worldwide benefit
programme therefore focuses primarily on these
subjects. However, depending on local
circumstances and practices, additional
programmes are put in place
in certain countries.
Talent development
TomTom needs a strong, consistent approach to
leadership to drive business strategies forward
and to proactively meet today’s market challenges.
This year the focus was on assessing the group’s
capability and talent, and identifying the leaders
of the future. In 2010 the spotlight will be on
the integration and execution of leadership
programmes that will unleash managers’
potential and enhance their capacity to deliver
the desired results.