Incitec Pivot -Our Approach to People

Our People

Our Approach to People

We have evolved into a multi-region, multi-segment Company and this brings a range of complexities and leadership challenges Our opportunity is to meet these challenges in a way which creates a highly engaged workforce and a high performing culture which is true to our values, based on solid processes and provides the capacity to meet the companies emerging issues.

Our workforce

The workforce at Incitec Pivot Limited (IPL) consists of approximately 5,000 employees globally. The 2008 acquisition of Dyno Nobel and the subsequent acquisition of NitroMak grew the company's workforce by over 50% and transformed Incitec Pivot Limited (IPL) from an Australian fertiliser manufacturer to an organisation with interests in North America, Latin America, Europe and Asia, as well as Australia. To support this dramatic change, we developed a new strategy for managing our human resources that focuses on leadership development, talent and performance management and diversity. This, together with our Company Value of Value People - Respect, Recognise and Reward, forms the basis of our approach.

The number of full time equivalant employees in each location. Excludes joint ventures and contractors.

2011 FTEs

Our strategy

In 2010, we developed and started implementation of a strategy that focused on building and enabling leadership capability across the organisation. This 'People Strategy' recognised that:

leadership is key to driving our organisational climate, and in turn, discretionary effort and performance motivation across our business; and

leadership skills are critical to achieving our business performance and growth aspirations.

In the 2011 financial year, we refined the People Strategy to focus on four key leadership and employee engagement enablers:

Leadership Identification

Measurement - Employee opinion survey

An annual employee opinion survey is undertaken to gain a better understanding of how the Company is perceived internally. Full surveys are made available to everyone in the business both online and in paper form (to cater to those employees who do not have regular access to Company email) and are translated into French, Spanish and Bahasa. Responses are anonymous and employees are encouraged to be honest and robust in their comments.

The results of the survey are used to measure the effectiveness of organisational development strategies and to monitor our company culture.

The FY2010/11 survey was completed by 76% of employees and indicated an 16% improvement in the employee engagement score, compared to the previous survey in 2009. Specific actions that were taken to address employee feedback included:

redesigning the short-term incentive program;

improving the online performance management system; and

commencing a long-term focus on leadership development.