The year saw the introduction of processes to support us in becoming a transnational company, also reflecting the changing needs of our employees.The new company-wide Global Positioning System defines all functions in terms of job families and the requirements at each level. This clarity helps with career planning, staff exchange and working in integrated teams.

A new Performance and Development process recognises that not only what we do is important, but also how we do it. The process is now employee initiated, giving more insight to an individual’s understanding of how they are performing and their aspirations. This is particularly useful when working with different cultures and generations. 

International networks and global programmes

Strong internal personal networks across businesses and countries are critical to our success. Global training programmes such as the Accelerated Development Programme for younger talents and the Management Development Programme for middle managers taking a step to senior management help build these networks.

Regional programmes such as the Asia-based International Leadership Programme and international programmes including those on commercial acumen, and our Finance Academy all contribute to developing relationships and a common language that crosses boundaries.

Cross-fertilisation between our businesses is stimulated in various ways. For example, in October we ran a sustainability knowledge exchange where 30 people pitched their knowledge or initiative in 100 seconds. The 150-strong audience linked up with presenters who had knowledge they could use in their fields. The results were inspiring and help promote our sustainability programme.

We initiated a structured Management Development Review process and an Appointment Process which broadens the slate of candidates and looks critically at capabilities and development needs. These processes will be implemented in 2015 to further support management development, succession planning and diversity.

Employee safety remains a crucial point of attention. Activities have included global roll out of InternationalSOS emergency provider plus a global Travel Tracker to trace and track our employees world-wide. We are providing new training on travel security awareness – generally, and specifically for women - and a tool to share information and raise awareness about travel safety for all staff.

Highly qualified and awarded staff

The Dutch Royal Institute for Engineers (KIVI) and the United Kingdom Engineering Council have signed a historic agreement to implement professional qualifications of Chartered Engineer and Incorporated Engineer in the Netherlands. Highly regarded and recognised across the world, we have embraced the initiative and are encouraging our staff to join the register. We expect to start the programme during 2015.

We were delighted that several of our staff were recognised by external authorities for their expertise and skills. 

Antonis Megremis, advisor at Royal HaskoningDHV, was awarded second prize from the European Society of Construction Law for his Master’s thesis Abnormally Low Tenders: Objectifying Detection.

Travers Blair, a graduate engineer from our United Kingdom offices, won the UK Institution of Civil Engineers Graduates and Students papers competition with his paper and presentation on Development in the Developing World