20% - Assa Abloy

Employees
34
Employees
ASSA ABLOY: an attractive workplace
ASSA ABLOY’s vision is to be an attractive workplace for
its employees, which in turn involves a conscious effort to
improve and retain skilled employees and to be able
to recruit new talent where needed.
Common knowledge-base
The ASSA ABLOY Orientation Program was introduced in
the Group in 2006 and was updated during the year. This
interactive web-based program will provide our employees
worldwide with a common knowledge-base about
ASSA ABLOY. Information about the Group’s history,
products, strategy and Code of Conduct can be found here.
The ASSA ABLOY Orientation Program is a mandatory component
of the introductory process for all employees.
Employee survey follow-up
A global employee survey was carried out for the first time
in 2006. The survey showed that ASSA ABLOY staff members
are generally satisfied with their working situation.
The survey results were followed up during 2007 through a
host of activities in various parts of the Group, focusing on
those areas where the results were less flattering. Preparations
have also been made for a new survey in early 2008.
The questions in the new survey will largely be the same as
in 2006, which will provide an opportunity for comparison
in assessing the results of follow-up activities.
Development of management skills
ASSA ABLOY conducts two Group-wide training pro-
grams, ASSA ABLOY Management Training (MMT)
and the ASSA ABLOY Business Leadership Program.
ASSA ABLOY Management Training has been in place
since 1996 and about 280 of the Group’s senior executives
have participated to date. The program encompasses four
modules held during the course of one year for the purpose
of facilitating integration among Group companies. Participants
have an opportunity to network, for example, and
through being able to learn about the various operations
and products they can share experiences from all parts of
Average number of
Number of employees by region employees 2003 Europa –2007
13824
Europe, 13,824
North America, 10,137
Australia and
New Zealand, 1,349
Central and
South America, 695
Asia, 5,508
Africa, 754
Australien och
Nya Zeeland
Number
Central- och
35,000
Sydamerika
30,000
25,000
Nordamerika 10137
Asien
Afrika
20,000
03 04
the Group. In 2007 the eleventh such program was held
with 30 participants.
The ASSA ABLOY Business Leadership Program was
introduced in 2005 and implemented in collaboration with
the Institute of Management Development (IMD) in Lausanne,
Switzerland. 30 people also participated here in
2007, which means that 120 executives from various parts
of the Group have completed the program to date.
Development of employee skills
The ASSA ABLOY Scholarship Program provides employees
with the opportunity to work at another Group company
for short periods. Open to all employees, the purpose of
the program is to give participants the opportunity to
share their own knowledge and experiences while learning
about a different culture and other methods and pro-
cedures, which they can bring back to their own workplace.
In 2007 15 employees participated in the program.
Talent management
The goal of ASSA ABLOY’s annual Talent Management Process
is to take advantage of the entire Group’s resources –
the leaders and specialists of today and tomorrow – as well
as to offer career advancement opportunities outside the
employee’s own unit. The process involves both a structured
review of succession planning as well as skills
enhancement of employees throughout the Group.
Recruitment
The fundamental principle of ASSA ABLOY’s recruitment
policy when filling vacant positions is to give precedence to
internal employees, provided that their qualifications are
equal to those of external applicants. In order to encourage
and facilitate internal employee mobility, all vacant positions
are advertised on the Group’s global Intranet, which
means that in principle all such vacancies are known about
and available.
05
1349
695
5508
754
06
07
Distribution men and women
Men, 61%
Women, 39%