Annual report 2004 (English) - PDF 3546K - Imperial Tobacco

Altadis Group employees
at December 31, 2004
SPAIN 7,962
FRANCE 5,753
POLAND/FINLAND 944
RUSSIA 1,289
REST OF EUROPE 819
SUB-TOTAL EUROPE 16,767
UNITED STATES AND CARIBBEAN 8,269
MOROCCO 1,690
REST OF THE WORLD 710
TOTAL 27,436
in terms of human resources management: the
integration of acquired operations has taken the Group
into another dimension while also opening up avenues
for international mobility, increased cooperation and
inter-team exchanges.
Since its inception, Altadis has harmonized many
aspects of human resources management in France and
Spain, which represent the core of operations in Europe
with the largest number of employees and production
plants. The same fundamental principles are applied
in Poland and, now, Morocco.
The more-recently acquired companies are different in
nature, however, and have employment policies that are
sometimes markedly different from those of Altadis.
As such, their integration poses a real challenge in terms
of adapting local policies in line with those of the Group,
while also factoring in national legislation and prevailing
economic conditions.
Altadis’ pragmatic approach to integrating acquisitions
is underpinned by ongoing dialogue and feedback with
respect to human resources management, safety in the
workplace and general working conditions. In Morocco,
2004 saw the introduction of managerial job descriptions
and employee classifi cations, in line with practice in
France, Spain and Poland. Working groups have also been
formed to consider pro-safety measures for production
facilities based on longstanding Group-developed
methodologies. In Russia, a number of aspects of
employee issues are under consideration by the Group’s
human resources teams and those of Balkan Star.
Core Group principles
Human resources policies are founded on a number
of guiding principles that are consistently applied
throughout the Group:
• providing responsible support during times of change,
• encouraging motivation and career development for
all employees,
• fostering social dialogue,
• ensuring safety and improving working conditions,
• refusing discrimination, harassment and forced labor.
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