5 GOLDER IN ACTION // PEOPLE
The company’s key objective within the people area is to recruit, engage and develop our people around the world, establishing human development systems for personal growth and career advancement. Here are some of the highlights for each priority in 2008.
People who are fully engaged with their work are more likely to go the extra distance, delivering the discretionary effort that turns a client’s experience from good to great. Throughout 2008, programmes like Golder U provided crucial personal development that allows our people to extend their talents in the service of our clients. During 2008, employees completed tens of thousands of hours of Golder U training.
While the company provides many opportunities for training and engagement, some groups embrace this mission from the ground up. One example is the 2008 formation of a young professionals’ group in Australia, linking recent graduates at several offices. In many operating regions and countries, Golder continues to be recognised as one of the best places to work and build a rewarding career.
While the company’s overall employee numbers rose by nearly 800 in 2008, because of the impact of turnover, about 1,500 people were actually hired. Significantly, 113 of the new hires were senior personnel, advancing the company’s goal of attracting senior talent with the ability to build and manage business. Retention rates continue to be better than relevant industry benchmarks.
When you need a new employee, you need them now. Despite the pressing nature of many hiring situations, however, the process can be lengthy. From initial posting through gathering resumes to interviewing and final selection, getting the right person on board often takes three-to-six months. To speed this up, the company is hiring professional recruiters to manage this process.
Picture 1: Our work is diverse; including how we get to work sites.
As with other activities within the company, GoldNet has transformed the people business. Staff can not only find training opportunities on GoldNet, in some cases, the training module itself is there. In 2008, a new module for performance appraisal and goal setting was deployed across Australia and western Canada. This will be expanded to the rest of Canada and Europe in 2009. The company’s Resume Management System can now be accessed globally. An employee can search for new positions with equal ease on a worldwide basis as locally.