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Organization Name

OMV Aktiengesellschaft

Case Story Title

OMV Human Capital Management

Case Story Date

2004/06/09

Issues Addressed

  • Principle 6 - Eliminate discrimination in respect of employment and occupation

Case Story Category

Partnership Project

Countries of Impact

Case Description

Human Capital Management (HCM) is a Group-wide project initiated by the OMV Executive Board which reveals staff satisfaction on the basis of a survey. The principle behind the project is that satisfied, motivated staff perform better. High-performing, motivated and, above all, satisfied staff are the cornerstone of a successful company. Every employee has the opportunity to participate actively in the improvement process of his/her working environment.The scores attained make corporate culture measurable. Improvements are also initiated and implemented by staff and managers in workshops, where necessary and meaningful. This brings about positive change.

The overall score - the Human Capital Index (HCI) - is also used for other tools, for instance the Balanced Scorecard (BSC).
Further, HCM is connected with the "OMV Personal Development Review". In recent years, HCI values also were implemented in the MbO agreements for managers.

The questions in the questionnaire fall into three main categories:
• Health & enjoyment of work (HE)
• Communications & information flows (CI) and
• Staff & organisation (SO)

All the data is passed on directly to an external consultancy company, who carries also out the evaluation of the results. No matter what the form of the questionnaire might be – online or on paper – OMV guarantees absolute anonymity both in the survey and in the evaluation: The data cannot be associated with the individual staff member at any time. No conclusions can be drawn from the results, therefore, about persons or functions.

The benefits of HCM are:
• The HCM Survey gives a staff rating of the overall situation.
• It highlights the top achievements and problem areas.
• Staff and managers define specific goals on the basis of the results, with a view to achieving better HCI indices the following year.
• HCM is a control tool for defining objectives once a year.
• It is a barometer and feedback tool.
• Staff have the opportunity to contribute their opinions and
ideas.
• Training and development activities can be specified targeted.

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