“We aim to create an environment that allows existing
employees to give of their best and is attractive to a
diverse range of potential employees.”
Geoff Tranfield
Group Human Resources Director
27
Strategic Review
Performance Review
Corporate Governance
Financial Statements
Introduction
Annual Report and Accounts 2014
We look to recruit the best people with relevant skills
Teams 9 & 12 of the Management Fundamentals
Programme Graduating in Shanghai, China
Our employees understand the contribution they make
to the performance of the business
Employee engagement
We aim to create an environment in
which our employees are engaged with
their work, understand the contribution
they make to the performance of
the business and have a means of
providing constructive feedback.
In June 2014 we launched a new global
intranet which facilitates the sharing of
knowledge and best practice, as well
as encouraging collaboration and team
work across the Group’s businesses
regardless of division or geography.
All desk-based employees now have
access to this platform, which serves
as a very effective communication
channel and, by way of example,
has been used to share the Chief
Executive’s regular video updates
which have covered the Group’s
strategy and our progress against plan.
To further enhance the sharing of
news and success stories around
the Group, we launched the IMI Eye,
a newsletter which will be published
every six months and is written by
and for our employees. The first
edition in October 2014 contained
a range of stories including updates
on lean improvement, new product
development and major project wins.
Resourcing/Recruitment
Our ability to harness the Group’s full
potential of course relies on having
the right people in the right places at
the right times. This means recruiting
and developing the best people, who
have excellent relevant skills and who
are clearly aligned to both our values
and our ambitions.
Accountability for recruitment sits
with our local management teams
who determine their recruitment
needs, taking into account their
business’s strategic plan and the
need to reflect both our customer
and marketplace footprints.
During the course of 2014 much work
has been undertaken to standardise
and strengthen our recruitment
processes to ensure both excellence
and consistency. In particular we have
launched a new induction procedure
for our managers who are leading
IMI’s strategy where we identify our
expectations and what they can
expect as an employee of the Group.
Development
To help us attract and retain the right
people and to ensure that we have
a strong talent pipeline, we operate
development programmes at all levels
of the Group.
To ensure that our people
development initiatives support
our growth agenda and provide
our employees with the most relevant
training and learning opportunities,
during 2014 all development
programmes were reviewed.
As a result of this review a number
of changes have been made and both
new and updated programmes will be
launched in 2015, including a Group-
wide on-line learning portal and an
expanded graduate programme to
further develop and strengthen our
technical capabilities.
In 2015 we will also be focusing
on improving senior management
succession and enhancing core
supervisory and front-line management
skills across the Group.
Engineering
GREAT
the IMI Way
