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MYTILINEOS GROUP
SUSTAINABILITY REPORT 2011 |53
Employee turnover and retention
During 2011 MYTILINEOS HOLDINGS S.A. hired 3 new employees to meet its needs in personnel, while 4 employees left the Company. Of these departures,
3 were voluntary departures and the fourth one concerned the transfer of one employee to another Group Company. During 2011 there were no cases of
departure from work of newly-hired employees.
Personnel recruitment by gender and age group and by geographical region
2009
2010
2011
Personnel recruitment - Total
14
25
3
As a percentage of total full-time employees
16.2% 26.6%
3.5%
Personnel recruitment (Men)
8
17
2
As a percentage of total full-time employees
9.3% 18.0%
2.4%
Personnel recruitment (Women)
6
8
1
As a percentage of total full-time employees
7.0%
8.5%
1.2%
Personnel recruitment (<30 y.o.)
2
9
2
As a percentage of total full-time employees
2.3%
9.6%
2.4%
Personnel recruitment (30-50 y.o.)
11
14
1
As a percentage of total full-time employees
12.8% 14.9%
1.2%
Personnel recruitment (>50 y.o.)
1
2
0
As a percentage of total full-time employees
1.2%
2.1%
0.0%
Personnel recruitment from the Attica region
14
25
3
As a percentage of total full-time employees
16.2% 26.6%
3.5%
Personnel departures by gender and age group and by geographical region
2009
2010
2011
Personnel departures - Total
9
11
4
As a percentage of total full-time employees
10.5% 11.7%
4.8%
Personnel departures (Men)
5
6
2
As a percentage of total full-time employees
5.7%
6.4%
2.4%
Personnel departures (Women)
4
5
2
As a percentage of total full-time employees
4.6%
5.3%
2.4%
Personnel departures (<30 y.o.)
1
2
0
As a percentage of total full-time employees
1.1%
2.1%
0.0%
Personnel departures (30-50 y.o.)
5
7
3
As a percentage of total full-time employees
5.7%
7.4%
3.5%
Personnel departures (>50 y.o.)
3
2
1
As a percentage of total full-time employees
3.4%
2.1%
1.2%
Personnel departures from the Attica region
9
11
4
As a percentage of total full-time employees
10.5% 11.7%
4.8%
Employee development
In addition to the performance review system currently in place, the Company aims to incorporate into its human resources management practice a Talent
Management System to help get the best out of its people. Provided that they possess the knowledge and qualifications required, the employees of the Company
are promoted according to a strict priority system to cover any job vacancy created within the Company.
During 2011, a total of 46 employees (54% of total personnel) received a formal performance review. A total of four (4) promotions took place in the following
Departments: Group IT, Internal Audit, Group Treasury, and Finance.
Corporate Centre
