2001 Annual Report - Unibail-Rodamco

HUMAN RESOURCES
HUMAN RESOURCES
•Since January 1, 2001, workforce integration in the Office, Shopping
Center and Central Support divisions has been reinforced by the
following initiatives:
- Creation of a ‘Business and Labor Union’ (UES - Unité
Economique et Sociale) encompassing Unibail Management,
Espace Expansion, Arc 108, S2B and U2M. As a result of this
original set-up, all employees of these companies benefit from
collective representative bodies, with decision-making
authority within the UES, as well as a joint policy on social and
cultural activities organized by the Works Council.
- Adoption of a single employee status, ensuring that all staff in
the Business and Labor Union benefit from the same
employment rights and creating a favorable environment for
career mobility. While working on the definition of this new
status, the Group also managed to reach a balanced
compromise on the introduction of the shorter working week.
• During 2001, Unibail implemented an organization tailored to the
requirements of the convention-exhibition division. This was
reflected by the creation of common support services shared by the
entire division and grouped together in a single location at Porte de
Versailles in October 2001. A major human resources project has
been launched in conjunction with employee representatives to
help this division achieve close personal and professional
integration, which is a key factor for encouraging job mobility and
developing skills.
Human resources activities in 2001 also focused on:
•Reinforcing the teams required to keep pace with the Group’s
expansion and the ongoing changes in its business activities.
•Training: in 2001 the Group devoted an overall budget of more
than € 730,000 to training schemes, covering over 10,000
teaching hours for 735 employees. These training courses
concentrated on enhancing business skills (such as negotiation,
sales development and property law), as well as proficiency in
IT and communications technologies, with some employees
going on to obtain the ECDL (European Computer Driving
License) certificate.
avested interest in the performance of its business activities and
the Group as a whole. These include:
•Profit-sharing and incentive agreements based on performance
indicators, such as growth in pre-tax recurring cash flow per
share (the impact of the Construction Cost Index excluded), or
a minimum growth target for operating income (before tax,
duties and rents) relative to budget forecasts.
•Company savings plans: in 2001, the Group supported the
voluntary savings contributions of its staff by making a
€ 400,000 employer contribution to these savings schemes. At
year-end 2001, Unibail’s employees had a 0.4% stake in the
Group’s share capital, i.e. 188,215 shares.
• Stock option plan: for the second block of the stock option plan
launched in 2000, the Group granted 317,000 options to
52 employees in 2001, at an exercise price of € 53.44 per share
and without any discount to the share price at the time of
allocation.
Legal
Department
Simplified organization chart
Olivier Lecomte
Executive Vice-President
Shopping Centers
Division
Logistics
Department
Léon Bressler
Chairman & CEO
Convention-Exhibition
Centers Division
Guillaume Poitrinal
Executive Vice-President
Finance Department
Human
Resources
Department
Internal Audit
Department
Office Properties
Division
• Management by objectives and skills management: in line with
the project-based approach promoted by Unibail, the Group
has gradually phased out its cross-divisional evaluation process
to make way for a more overall view of the contributions made
by employees, thus enhancing the management’s perspective.
In terms of remuneration, Unibail has introduced a comprehensive
range of incentive schemes to motivate its staff by giving them
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