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A wide range of corporate functions play
important roles in weaving sustainability into the fabric
of the Company's day-to-day operations. Several functions
at Alcan, including Human Resources, Procurement and EHS,
have developed innovative approaches by applying sustainability
concepts in their areas of responsibility.
Human Resources Initiatives
The Human Resources group commissioned a report on Measuring
Human Resources Sustainability to determine how Alcan
can best develop its HR policy further in this regard. Leadership
plays a major role in instilling corporate values, promoting
an understanding of objectives and deploying HR practices.
This leadership and support is essential to further employee
comprehension and application of Human Resources sustainability
principles.
Alcan's Human Resources teams play a critical role in creating
corporate value and in meeting corporate strategic objectives
for sustainable growth. Many elements of human resources and
the results of how they are managed contribute to significant
intangible value, leading to better productivity and enhanced
customer loyalty, thanks to high-quality products and service.
This intangible value and corresponding benefits have a compounding
effect on the Company's financial value. The Human Resources
function is clearly a fundamental component of the overall
value chain.
Throughout 2004, Alcan addressed a number of challenges and
opportunities aimed at enhancing the role that employees play
as the most important organizational resource.
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Work-life effectiveness |
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Training |
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Learning Management System platform |
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New Corporate Training Programs for high potential
employees |
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Sustainability training program for plant managers |
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E-learning course on Product Stewardship |
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New Succession Management module |
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Assessment of the Environment for Women at Alcan |
Action comes from all parts of the organization and at all
levels, as employees increasingly become aware of the value
of the Company's sustainability commitment. For example, in
recognizing the challenge that many employees face today in
terms of work-life balance, the Primary Metal group's Human
Resources team created a new work-life effectiveness program
in late 2004. The aim is to increase employee satisfaction,
engagement and commitment, while also contributing to improved
employee retention and enhanced productivity.
A peer group network is also in place at most of Alcan's
facilities in Quebec in recognition of the need for innovative
approaches to assist employees in addressing life's difficulties,
regardless of whether they are personal or professional in
nature. The network has been operating in the workplace over
the past eight years to address a range of issues, including
mental health, and is a direct complement to Alcan's Employee
Assistance Program.
Alcan employees continued to be honoured in 2004 through
the Nathanael V. Davis Award, created in 2002 to recognize
employees who have made a unique, creative or enduring contribution
that generates extraordinary results for the Company named
for Nathanael V. Davis, president and CEO of Alcan from 1947
to 1979 and chairman from 1972 to 1986.
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