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ical business
2.Relationship towards employees
3.Health and safety at work
4.Local community involvement
5.Marketing and relations with customers and suppliers
道德企业——Ethical business

In 2005 Holcim Srbija introduced the Code of business conduct which sets the criteria of relations with the business partners and ways of business communication. The Code is obligatory for all employees of Holcim.

Holcim is one of few companies where women find themselves in the leading managerial positions. Additionally, it is one of few companies where women have equal salaries as men.

Furthermore, Holcim Srbija is strongly against any kind of discrimination and promotes the rule of equal chances.

Being a part of an international group, the company introduced the program expert exchange - the first expert from Serbia became the member of the management team for the region of Eastern Europe in 2006. Within the Holcim Group, approximately 1000 top managers are the representatives of 53 nationalities.

人力资源和社会项目——Human resources and social programs

When Holcim Group took over the company, there were 2500 employees and today there are 470.

?It was a terrible situation; people were on a pay roll and did not show up for work.' (Dzelatovic Maja, director of marketing and communications of Holcim Srbija A.D.)

Taking over the cement plant in Popovac in 2002, Holcim Srbija made a commitment not to dismiss surplus technical employees for a period of five years. This period expired in April 2007, when the company's board decided to adopt a fair process to release some employees.
'The company had to reduce its workforce to secure the wellbeing of the company and of the remaining employees. The objective was to assume responsibility and offer a sustainable package, for instance, by providing financial security to employees and their families Holcim Srbija benchmarked the packages offered by other employers in the region, with the aim of restructuring in a responsible way. Line managers drew up lists of roles that were considered surplus, and these lists were then approved by ExCo.

All employees attended a joint meeting with the representatives of the company before any announcements were made. At this meeting, details of the package which was to be offered to them were explained. The package, considerably wider in scope than required by local labor laws, consisted of a net payment of ?550 for each year of service at Holcim Srbija, with slightly different terms for employees who had five years or less to retirement.'(Rako Nebojsa, Head of the HR Department of Holcim Srbija A.D.)

Therefore, from 2002, the company introduced three programs of consensual leave with excellent financial packages, after which the number of employees was reduced to 700 till April 2007. When the period of 5 years expired (determined by the Agency for Privatization of the Republic of Serbia), the company declared 270 employees as technology surplus.

When the company declared technology surplus, employees were given redundancy fees of approximately 550 euros per working year and the average redundancy fee mounted to the amount of 15.000,00 euros per employee.

Nevertheless, the company did not stop there, as it felt obliged to conduct a follow-up with the workers who l本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。