Annual Report 2011 - Skanska

9,600employees participate in the Skanska Employee Ownership Program (SEOP).Skanska encourages its employees to grow, both individually and professionally. This is why theCompany conducts annual talent evaluations and offers training programs at all levels – locally,regionally and globally. The purpose of the global Skanska Employee Ownership Program is toretain talents, vital expertise and experience in the Company.Mobility and exchanging experienceFor Skanska, it is crucial to develop synergies betweenthe various areas of operations and take advantage ofthe Group’s full potential. In large, complex assignmentsthis may mean recruiting cutting-edgeexpertise from the entire global organization, forexample in order to carry out hospital projects orgreen projects, or for projects involving more thanone business stream.Stimulating mobility and exchanges of experiencebetween different units is thus essential in developingan understanding of how Skanska as a whole workstoward common goals – and an understanding of theimportance of its various units and markets.Skanska runs various global programs for this purpose,and there are also similar programs at regionaland local levels.The global Skanska Unlimited Program gives anumber of employees a chance to spend several monthslearning new tasks in another unit and market.A new program, Skanska Stretch, was introduced in2011. It is aimed at promising young employees whoare in the early stage of their career. This too is a global,multicultural program.The Skanska Top Executive Program (STEP) isintended for high-level managers. In the current program,40 employees are receiving one year of furthereducation that will enable them to make their maximumcontribution to Skanska’s profitable growth.Greater affinity and dedicationOne way of creating greater affinity and dedication tothe Company and of retaining employees is the threeyearSkanska Employee Ownership Program (SEOP),which is open to all permanent employees. Participationin the program presupposes a personal investment, andallocation of additional shares is tied to how well eachunit meets its yearly targets. This gives each participantthe opportunity to receive a personal reward for theCompany’s success and for their own work efforts.Global initiatives for our employeesSkanska Unlimited is a global exchange program thateach year gives 20–30 employees the experience of workingin another part of the world for 3–6 months. Participants canexpect to develop new knowledge, discover new ways ofworking and build up a network in the Skanska Group.Skanska Recruit – this new recruitment tool improvespeople’s chances of matching their proficiency and their jobaspirations with the opportunities that Skanska offers globally.Skanska Stretch is a muticultural program that provides sixmonths of work abroad for promising young employees who arein the early stages of their career. The aim is to develop skillfulmanagers who have a good understanding of Skanska and ofleadership in an international context.Skanska Talent Review – a yearly evaluation ofmanagers and key employees in all business units to assess eachindividual’s strengths and professional development needs.STEP – The Skanska Top Executive Program is tailored for seniorexecutives in the Group. Its aim is to build up their knowledgeand leadership skills, enabling them to make the greatestpossible contribution to profitable growth and build networksfor exchanges of knowledge and strategic work. The programhas been developed and is provided in collaboration with IMD inSwitzerland, one of the world’s leading management institutes.SEOP – permanent employees throughout Skanska areoffered the opportunity to buy shares in the Company onfavorable terms. The members of the Skanska EmployeeOwnership Program are now collectively the fifth largestshareholder in Skanska.22 Employees Skanska Annual Report 2011