Table of contents
People
3. Employee Experience
At Schréder, we recognise that our employees are the driving force behind our success. Investing in their experience, development and engagement remains a top priority as we continue to build a future-ready organisation. In 2024, our People & Culture strategy continued to evolve with a strong focus on transparency, inclusivity and development. We introduced new tools and initiatives to enhance the employee experience and support our journey to become a future-ready organisation. Key Initiatives in 2024 Digitalisation: In 2024, we made significant progress in the implementation of our Human Resources Information System (HRIS), which is now live in 17 companies and actively used by 60% of the workforce. This implementation has greatly improved data consistency and quality, ensuring more efficient HR operations. Additionally, the development of KPI dashboards will provide local management and leadership with valuable insights, enabling more informed, data-driven decisions. To further enhance and standardise the talent acquisition process, our Applicant Tracking System (ATS) was successfully rolled out in 14 countries, streamlining recruitment for both People & Culture teams, managers and candidates. Global Onboarding Programme: We launched a standardised online onboarding programme to ensure a consistent experience worldwide. The programme includes initial emails to guide newcomers through learning paths, an interactive onboarding game, and a virtual group session with our CEO and another one with a
member of the Schréder family, among other initiatives to foster engagement and alignment from day one. Competency Framework: We introduced a Competency Framework for all employees that identifies the skills, behaviours and attributes essential for current and future business success. Developed after extensive discussion and input from senior leaders, top management and other stakeholders, the framework reflects Schreder’s strategic goals and values while fostering individual and collective growth. To drive adoption, we launched targeted training for managers and non-managers, a self-assessment tool and a Development Centre. In addition, we began to embed the framework into the Performance Management Process, ensuring that competency development remains a cornerstone of career growth and long-term business sustainability. Employee Growth: Fostering continuous learning and career development is a key priority. In 2024, we ensured that all employees set annual development objectives while maintaining a robust talent review and succession planning process. To further support career growth, we introduced stretch assignments for key employees and began piloting a mentoring programme to strengthen professional development. Engagement Survey: Our Global Engagement Survey achieved a response rate of 81%, providing valuable insights that directly shaped both local and global action plans. The global plan, developed in consultation with our senior
leadership team, ensures a strategic and consistent approach to improving the employee experience. Performance Management: We strengthened this process by emphasising goal setting, task prioritisation and structured follow- up conversations between managers and employees. We also improved the calibration of performance scores to ensure fairness and objectivity, reinforcing a more transparent and effective evaluation process. These initiatives reflect our commitment to building an environment where employees can grow, contribute and succeed. In addition, we remain committed to fostering the growth and development of our employees through comprehensive training and leadership initiatives. In 2024, we continued to expand our learning opportunities, equipping employees with the skills and knowledge necessary to thrive in an evolving industry, as you can read below. Leadership & Professional Growth Our Leadership Development Programme equips managers with the tools they need to support and develop their teams. By the end of 2024, the programme had reached 86% of our countries, with a satisfaction rating of 4.4 out of 5. We also increased access to soft skills development through our e-learning platform. Although participation was not compulsory, the successful promotion of the platform resulted in 2,786 hours of learning and around 1,000 certificates being issued. The most popular topics were Personal Strengths (26%), Language &
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