People

Best Practice Sharing Initiatives
It is vital for any global company to share practices that can be duplicated elsewhere. In fact, the ability to identify and
implement ‘good’ or ‘best’ practices is the competitive advantage a global company has to offer against local operators. To
kick off a more formal process in 2008, we initiated the Global Best Practice sharing event at the SLC which will be executed
locally at Zone LPC events throughout the year. This will be a standard process every year. At the LPCs, submissions fall into
in five categories:
1. ZBB
2. Supply & Logistics
3. Commercial
4. People
5. Other
No more than three of these submitted practices are selected for presentation at the Zone LPC Best Practice fair. This is in a
‘science fair’ format where people rotate from one booth to another to view and judge the practices that are presented by the
owners themselves. The judging is based on the following criteria:
1. The impact the practice had on results in the zone of origin
2.The applicability of the practice in other areas of the business, zone, or globally
3. The potential for results elsewhere if implemented.
For each category, there is one winner and these are declared at the end of the LPC event. The best of these can then be submitted
to the global event held each year at the SLC.
These reward initiatives are only part of the engagement story. Each year, InBev measures Engagement through our company
survey which in 2007 had an amazing response rate of 67%. Almost two-thirds of respondents said they have received some
form of recognition, according to a poll in Feb 2007. But this means that 35% said they haven’t received any form of recognition
at all. Receiving personal congratulations from a manager ranked first out of 67 potential sought-after incentives. Improvements
are made each year based on action plans that come right from our Executive Board of Management which have these results
in their targets each year.
Things must be going well as InBev jumped one spot in the beverage category in the Fortune 500 list of the World’s Most
Admired companies, ahead of Diageo. InBev is fifth overall and second among major brewers.
Case study InBev recognized as a Most Admired Company
The 2008 Fortune 500 World’s Most Admired Companies survey ranked InBev fifth among beverage companies ahead of
Heineken and SABMiller. About 1500 executives in 26 countries are asked for their opinion, and companies nominated in this
survey are all recognizable by their ability to execute consistently, to maintain stable leadership and to constantly innovate.
Fortune first began publishing their rankings in 1997, and have since established a reputation for accurately identifying top
employers around the world.
Right results leading to the Right Rewards
In a culture of ownership, InBev believes that people should have some of their pay based on the results they achieve.
To make this work, InBev will ensure compensation well above the industry average, but only if targets for the individual and
company are achieved. This is pay for performance and we find that some of the best talent in the world really appreciates
this philosophy.
InBev Citizenship 08
People and Community 10