Policies & Guidelines
Nutreco is a decentralised company, where most of its Human Resources policies are developed by the local operating companies and in compliance with national legislation. However, Nutreco as a worldwide operating company has a number of general principles and core values, which it wants to see applied throughout the Company.
General Principles
Nutreco offers a safe and healthy working environment to all employees. All companies have to be in compliance with the Company’s HSEQ (Health, Safety, Environment and Quality) policies.
In the recruitment and treatment of people Nutreco applies the principle of equal rights and opportunities for people, regardless of age, sex or race.
All people decisions regarding appointment, dismissal and remuneration are subject to the “grandfather principle”, which means that prior approval of the next higher level (boss of the boss) should be obtained.
Nutreco’s goal is to develop its people to the best of their capabilities, by giving clear targets, challenging tasks, good support and coaching and regular feedback on the accomplishment in the job. Nutreco encourages a culture of open communication, between managers and subordinates.
People and Management Development
Recruitment, Selection, Appointment
Business Units and Operating Companies are responsible for their own recruitment and appointments. In case of functional reporting lines, the functional manager will be consulted before decisions on appointments are taken.
In order to attract the best talents, companies will build good contacts with the relevant schools, universities and educational institutions.
Although local management will decide on the profile of the people they need, it is important that they give enough scope for attracting people who want to build a career in Nutreco.
Since English is the company language in Nutreco, it is an important selection criterion for a wide range of people.
Before starting a selection procedure, a job profile will be made in order to be clear on which competences are needed to be successful at a particular job, in accordance with Nutreco’s Competences Dictionary.
Introduction Programme
All employees will receive an adequate introduction to their new working environment. In all cases it is important to inform them about safety regulations and procedures. New employees will also receive information about their company and Nutreco.
Vacancies
Companies will communicate internally about vacancies prior to any external recruitment. People will also be informed about vacancies in Nutreco sister companies and will be encouraged to apply.
MD Committees
For certain job families Nutreco has installed MD committees, which have as a main purpose to increase competence levels in Nutreco, via the development of job profiles, identification of development needs and stimulation of job rotation. The MD committees will look at succession plans and individual career plans and will facilitate or advise on specific appointments.
Nutreco sets up a yearly inventory of its talents for the tree distinguished categories: Business Experts, Functional Areas and General Management. The purpose of this list of “talents” is to monitor the capacities of the operating companies and business units to retain and develop these talents. It will also form the basis for selection to participate in one of the Nutreco Development Programmes and for individual career/development plans.
Objectives
(ICM), Intercultural Management
- Increased effectiveness when working with people from other countries
- Increased effectiveness when working in foreign countries
- Increased Awareness of Cultural Differences and Similarities
(NMP), Nutreco Management Programme
- Explore and develop Social, Leadership & Learning styles for yourself and others
- Practice solving real-life Nutreco Management problems
- Enhance Communication Skills
- Increase Cultural Awareness
- Explore the process of Teambuilding
(NOP), Nutreco Orientation Programme
- Increase awareness of the Total Business & Nutreco Culture
- Increase self awareness
- Review communication and behavioural concepts
In order to give people a better insight in their own performance and opportunities for improvement, Nutreco has introduced on a worldwide basis a programme called Managing Personal Growth (MPG). This programme will help employees to develop and understanding of their performance in the job and will create opportunities for improvement in good dialogue with their manager.
The workshop Helping Others Succeed (HOS) helps managers to recognise the individual needs for coaching and support of their direct reports and helps them to develop a plan to deal with those needs.
Myers-Briggs Type Indicator (MBTI) and Predictive Index (PI) are Personality Type assessment tools that should be used for gaining self-awareness, allowing an increase in personal effectiveness, and personal contribution to team objectives and understand the appropriate style of leadership.
The Human Resources Department provides advice and services for companies and individuals regarding development plans, team building activities, conferences, etc.
The base salary is determined by the job content, based on an objective evaluation of the job. Nutreco is applying the Hay system and the Nutreco job grade structure to create a common language in Nutreco. The variable pay is based on the Nutreco Bonus policy, with written performance contracts. For certain job categories, which are not entitled to a bonus scheme, the variable pay can be based on specific performance indicators such as gross margin or sales. With respect to total salary, Nutreco pays conform to the local market.
Regardless of collective labour agreements applicable, companies develop a total compensation ad benefit package. In countries where Nutreco has different activities, there will be good co-ordination of compensation and benefit packages in order to facilitate cross-company transfers.
In order to have uniform and fair procedures for those who are seconded to an international assignment, Nutreco has created an Expatriation Policy, which has been applied throughout Nutreco.
Management Share Option Plan, Employee Share Participation Plan
Once a year the Supervisory Board of Nutreco can decide to grant a number of share options to a selected number of managers, in order to create a long-term incentive and to enhance share price awareness. In addition, it can decide to offer all employees to opportunity to buy Nutreco shares with a bonus.