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Part 1 - General presentation of the Group
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■ Economic performance (much detailed in other parts
of this annual report)
■ Environmental performance
■ Social performance in relation to labor practices
■ Social performance in relation to human rights
■ Society performance and relationship with the
community
■ Performance in relation to the transparency of
information on products
Launching a reporting process in accordance with
the GRI’s recommendations demands a substantial
amount of work. This is why the GRI recommends
that organizations improve their reporting over time,
via different application levels. In this first year, Hamon
has met the objectives of level C of the GRI (self-declared).
For more information about the GRI, visit:
www.globalreporting.org.
Through this annual report, we want to inform our
stakeholders, in the most transparent way possible, of
our performance and the measures we are gradually
taking to improve. The parameters for each of the
performance indicators are detailed in the section
“Report parameters” at the end of this document. In
order to match our actions with our words, Hamon is
introducing action plans so that our performance
improves, as well as internal control mechanisms to
ensure that the subsidiary companies report on the
indicators in an accurate and comprehensive manner.
We also want to systematize our subsidiaries’ external
certification processes, be it in relation to quality (ISO
9001), health and safety (OHSAS 18001), or environment
(ISO 14001).
As our economic performance has generally been
discussed in other parts of this annual report, here is
a summary of Hamon’s position in terms of its responsibilities
and performance in social and environmental
areas.
II. Social responsibilities
The men and women who contribute on a daily basis to
the success of Hamon are our main resource. They
deserve all our attention. This is why we will dedicate
this section mainly to our internal social responsibilities.
Headcount
The average Group headcount in 2010 was 1 221
employees, which is 81 people more than in 2009
(+7%). In addition to this figure are the temporary
on-site workers; in 2010 this represented around 500
people on average (the number constantly fluctuates).
Average headcount per BU 2010 2009 2008
Cooling Systems 547 482 432
Process Heat Exchangers 161 174 170
Air Pollution Control EMEA/Brazil 220 172 112
Air Pollution Control NAFTA 124 147 175
Chimneys 53 56 63
Corporate & others 116 109 63
Total 1 221 1 140 1 015
■ These figures include the staff from (1) fully consolidated
subsidiaries and (2) subsidiaries consolidated
by proportionate integration on a pro rata basis of the
capital held by Hamon.
■ These figures are based on full-time equivalents and
only include staff on open-ended contracts.
■ In addition to these figures, Hamon also employs a
few hundred temporary workers (local labor), mainly
at its erection sites. Located around the world,
these projects generally last a few months. In 2010,
approximately 500 people were employed to work at
the sites.
In terms of business units, the main variations come
from:
■ Air Pollution Control EMEA/Brazil, which has seen a
28% increase in the number of staff, as a result of the
acquisition of Enviroserv (Germany) in 2010, the
global consolidation of Hamon’s Chinese subsidiaries
DGE and TS Filtration over 12 months in 2010
(compared to only six months in 2009), and the
acquisition of J&C Engineering (South Africa) as of
1 October 2010.
■ Cooling Systems, which has seen a 13% increase in
the number of staff, as a result of the strong growth
of our Indian JV, Hamon Shriram Cottrell, and of our
subsidiary Hamon UK, as well as the development of
our dry cooling activities, including the opening of a
Chinese subsidiary Research-Cottrell Cooling (Tianjin),
among others.
■ On the other hand, our two North-American BUs have
seen a reduction in their number of staff (5% in
Chimneys and 16% in Air Pollution Control NAFTA),
to compensate for their lower level of activity in 2010.
■ The reduction in relation to the Process Heat
Exchangers BU is a result of Brown Fintube France
leaving the consolidation perimeter from 1 July 2010.
These different variations in the Business Units explain
the net increase in the number of staff working for the
Group.