solvay_live243_p02a04 somEdito

104806
COMPETENCE DEVELOPMENT IN DISCOVERY:
“HIT – HANDLUNGSKOMPETENZ IM TEAM”
SKILL DEVELOPMENT
FOR ALL AND FOR LIFE
Originally intended, back in 2002,
to accompany an internal reorganisation,
a new continuous process of systematic skills
development has proven to be essential
to help the “Discovery” department
of Pharma Hanover in its contribution
to the creation of the “New Solvay
Pharmaceuticals”.
This process combines the professional
knowledge and methodical know-how
with the personal and social skills of the
employees and takes place in three stages:
• definition of the skills profiles required
for the various functions, in pharmaceutical
discoveries;
• implementation and use of self-evaluation
tools, feedbacks, evaluation by others and
summaries during an individual interview;
• proposal and setting up of a development
programme after validation.
The emphasis was put above all on in-the-
field learning, experience having shown that
this approach is the most profitable. One of
the major results of this project is the
realisation of the need for permanent career-
long training, both for the employees and
the managers. Furthermore, a significant
increase in reflection skills has been
observed, translated by a huge impact
on the capacity to innovate.
The improvements in working culture and
learning in the department make it a subject
of a scientific study and have been measured
by a concrete indicator.
> Janine Artelt; Tanja Bernier; Christoph Hemme;
Manuela Martin; Werner Packmor; Hubert Thole;
Susanne Thun-Battersby; Heiko Vogel-Lahrmann.
> PHARMACEUTICALS SECTOR
105083
SOLVAYREWARDS ONLINE
ALL THE ADVANTAGES
ON-LINE
In the United States, recruiting and retaining
valued employees is a critical business
objective. Solvay offers its US-based employees
a competitive and comprehensive benefits
package in addition to their base salary and
incentive compensation. Yet, often people tend
to look only at the figure at the bottom
of their pay check when they evaluate their total
remuneration. Hence the decision to develop
SolvayRewards Online: the interactive employee
self-service web tool that ensures employees
see the total remuneration picture. Developed
in early 2005 in collaboration with ACS, a
world-leader in e-solutions and business process
outsourcing, this on-line information system
makes it possible to review, in real time, the
actual value of direct and indirect compensation,
whether immediate or deferred: base salary,
bonus, health and welfare insurance benefits,
pension benefits, government-mandated
benefits, and other elements of remuneration.
Furthermore, this system, which is accessible via
both the Internet and Solia, the Solvay intranet,
is linked to the Solvay FutureChoice website,
where employees can keep track of and manage
their retirement benefits (pension and savings).
It is also linked to the SolvayChoice/Interactive
Workforce web site, on which employees can
manage their health and welfare insurance
benefits. Additionally, with the click of a mouse
employees can print out current and historic
annual records of their total remuneration.
The automation of these tools offers a two-fold
advantage. Not only does it facilitate efficiency
within human resources by allowing Solvay HR
staff to focus on more added value activities,
but it also reveals to employees that Solvay is an
employer of choice through the easy visibility
of all aspects of remuneration.
> Scott Allen; Anne Allex; Tara Johnson;
Michelle Zent.
> BSC NAFTA
Management improvement
J U L Y 2 0 0 6
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