Annual Report 2009 Royal BAM Group nv

Every year, a number of young business graduates from
academic courses take part in a strict selection
procedure to gain entry to the Group’s trainee
programme where they have the opportunity to
familiarise themselves with various operating
companies. A number of promising business
professionals were once again selected as trainees and
inducted into the programme in 2009.
Performance management and talent management
Employee involvement within Royal BAM Group is
enhanced by performance management, in which the
consequences of formulated commercial goals are
translated in terms of individual positions. Performance
management also includes career development paths
for more successful job performance. A third mainstay
of performance management is assisting employees to
achieve their career aims. The further development of
essential professional qualities and competences plays
an important part in this respect.
With this in mind, BAM introduced the ‘Career
Navigator’ in the Netherlands in 2008. The Career
Navigator was developed by BAM in co-operation with
a number of third parties. In 2009, use of the Career
Navigator was extended and a lot of advice was given
to employees to help them with their career choices,
including areas for further career development. The
BAM Business School has an important part to play in
this further development process. This employee
training institute is discussed in greater detail in the
sustainability report.
Knowledge management
As a result of the Group’s size and diversity there is a
great deal of in-house expertise in numerous fields. It
is important that individual employees acquire this
knowledge and that the knowledge is transferred to
the locations where it can be used to serve clients. The
BAM Plaza intranet has been set up as the digital
knowledge carrier and knowledge disseminator in the
Group. Information is recorded in a Document
Management System.
Works Councils
European Works Council
The European Works Council (EWC) discussed the 2008
Annual Report, the BAM Safety Awareness Audit and
BAM’s policy in relation to corporate social
responsibility, as well as various other matters.
The executive committee of the EWC consists of
E. Dedden (Netherlands, Chair), and Deputy Chairmen
F. Dausener (Germany) and W. van Dessel (Belgium).
A further deputy chairman, Mr E. Borrezee (Belgium),
was added to this list as a substitute in the light of
Mr Van Dessel’s health problems.
Central Works Council
The Central Works Council (CWC) in the Netherlands
spent a lot of its time in 2009 addressing subjects such
as corporate social responsibility, diversity, the Annual
Report for 2008, the social report for 2008, pensions,
the evaluation of the code of conduct for 2008, and the
strategic agenda 2007-2009. The CWC also submitted
two suggestions for initiatives. One of the suggestions
concerns offering company fitness programmes to
employees under fiscally advantageous conditions and
the other relates to a standard attendance system for
the ‘Pension in Sight’ (‘Pensioen in Zicht’) course.
The CWC was addressing two requests for advice at the
end of the year under review regarding the formation of
the new business unit HR Services and the consolidation
of technical ICT management in a new business unit at
Group level.
At the end of 2009, the CWC comprised Messrs. J. van
Akkeren, M. Arts, H.C. Beeren, A.A.J. van den Bosch
(Vice Chairman), P.T.J. van den Broek (second secretary),
E. Dedden (Chairman), H.J. van der Donk, J. Dijkstra,
L.W.D van Geest, J.L.M. van Gent, K.G. Geyteman,
G.J.M. van der Goes, I. Hallema, A. Kromdijk,
H. Oosterbeek, F. Oudendorp, W.L.H. Philippens,
J.C. de Pinth, J. Prins, L.C.H. Schrijver and H. Vanmulken
(Secretary).
Ms E. Bout-Hieselaar is the official secretary to the
CWC and the EWC.
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2009