Human Resources Policy

The company continued to evolve its operating model and underlying structure, during 2011, in order to respond to the ever-changing external environment. The new operating model – which was introduced in 2010 – was further embedded within the organisation, contributing to an increase in financial performance.

We continued to engage with those employees affected by the changes to the operating model together with those working at our ‘Opted Out’ power stations. We also started to develop cross-business unit KPIs, developed a new company strategy and we undertook a company-wide staff survey.

In order to support our employees, we continued to provide our comprehensive Learning and Development support – from online tools to intensive management training courses. We recognise that it is important to develop our employees’ potential by ensuring that learning needs and skills development are aligned across the organisation.

The introduction of a new resourcing model in the third quarter of 2011 is already delivering efficiency benefits across the organisation, and we expect this to continue in 2012 as the model is fully implemented during the first quarter of the year.

We continued to strive to attract a diverse pool of skills to ensure we have the right skills to meet future business needs. We continued our Power Technician Trainee and apprentice training programmes, as well as our graduate schemes, which continue to attract high calibre candidates. These specific programmes are in addition to our ongoing recruitment activities across the business.