Background
HZPC and CSR

HZPC and employees

We foster a long-term relationship with our 300 employees. As an involved employer, we continue to invest in professional skills, welfare and vitality. We believe that our employees make the difference when it comes to strengthening the solidarity between our customers and suppliers (growers) and our organisation.  We can make a difference in the global market by continuing to intensively seek cooperation with our partners in the chain. Increasing the sustainability of our HR policy helps us to be more meaningful to our employees, clients and business contacts.

Living up to our values

We have an identifiable common direction. This direction is what we stand for; it proclaims our right to exist as a company and how we want to associate with one another. Our employees can identify with this mission* and these corporate values*. They were, after all, involved in the identification and establishment of these values, which is why they feel a connection to these values. These values serve as the moral compass for the choices that are made within HZPC. The values have been converted into competences since 2015 and they were included in the evaluation system. A Code of Conduct has also been developed on the basis of these values. We are open about our values and how we wish to cooperate within HZPC and beyond. Therefore the Code of Conduct is transparent for everyone.

To us sustainable HR means: results

Increasing the sustainability of HR helps us contribute to the achievement of (long-term) operating results and the continuity of our company. This implies that the mission, vision and goals of the company must be converted to corresponding HR objectives. It also asks for people who are able to steer their own contribution to match what we need as a whole as a company. Based on our business strategy, we have established six HR result areas:

  • Strategic HRM
  • Strategic personnel planning
  • Training and personal development
  • Salary and employment conditions
  • Vitality and wellbeing
  • Reporting and information

To us sustainable HR means: responsibility

At HZPC we focus on taking individual responsibility. This calls for people who are equipped to make choices on a daily basis, based on their own knowledge and insights. There is sufficient opportunity to take initiative and responsibility within HZPC.

For example, employees are given the freedom to organise their time. However, we do consider it important for people to meet one another within HZPC. This interaction is important for new insights and collaboration.

To us sustainable HR means: employability

Long-term employability (maintaining earning capacity and flexibility) is central in our policy. This calls for people who are able to anticipate (future) changes throughout their career on a constant basis. This refers to changes that come into play in the environment and within HZPC.

We work towards sustainable employability in different ways. Since 2014 'vitality questions' were added to the annual performance review.

Sustainable employability is further stimulated by:

  • Life-stages schemes (including schemes which make it possible to continue to work to an older age)
  • The recruitment of new colleagues with a view to the future (or: not just filling the job openings that are available, but getting an idea of the candidate's opportunities for advancement within HZPC)
  • Offering development opportunities aimed at current positions as well as possible future positions within HZPC.

Diversity

HZPC has over 300 permanent employees. There are no fewer than 17 different nationalities employed in our company. The intercultural group of employees is growing. Currently, 6% of our employees belong to this category. Collaboration without borders is evident amongst all the different nationalities. This makes our company unique.

The number of female employees working at HZPC is growing. There has been one female member of the management team since 2015. However, no form of implementing policy is pursued on the proportion of males and females. Salaries and salary increases are established based on objective criteria. These criteria are applied equally to everyone. However, individual performance is also looked at. Employee performance is acknowledged and valued by HZPC.  

Of the overall group of employees, 33% are female and 67% male. The division between male and female within the different locations:

  F M
HZPC Holland (excl. R&D)   25% 75%
Subsidiaries outside of NL 32% 68%
R&D 47% 53%*
Subsidiaries within NL 28% 72%

 

*Within R&D our personnel base is made up of a fixed group of colleagues and colleagues in the 'flexible work force'. The latter group is made up of a fixed core of colleagues who have a long-term association with HZPC. The percentages shown are the permanent employees including the permanent core of the flexible work force.

 

Inflow and outflow

Inflow 2013/2014

Outflow 2013/2014

Inflow 2014/2015

Outflow 2014/2015

5%

1.9%

7.5%

2.5%

The outflow of employees will increase during the coming years because of the number of employees reaching retirement age. A certain degree of outflow is positive because it increases the advancement opportunities for HZPC colleagues. This is also true for the recruitment of new employees with additional skills and experience (acquired in a different setting).

At HZPC we do everything in our power to retain employees who are limited in their working capacity as a result of illness. This means care for our employees and adaptations to the work environment so their working capacity can still be utilised.

Working on the future

HZPC invests in the training and coaching of (future) employees in various ways. We attach considerable importance to the presence of young people in the organisation and also want to be an attractive employer for young talent that has yet to enter the job market.

Young HZPC

We founded Young HZPC for employees under the age of 30. The objective of Young HZPC is to strengthen the relationship between young colleagues in different departments and to give them a voice within HZPC so that their added value can be utilised to the fullest extent. Young HZPC is also responsible for international interconnection between young employees.

Internships and traineeships

We have good contacts with various schools, training institutions and universities.  Working with interns and trainees is encouraged within HZPC's various international subsidiaries. Sixteen students either undertook work experience, worked within the framework of their graduation project or worked at HZPC in a trainee role during the 2014/15 financial year. Their fresh input is valuable and gives us a chance to become acquainted early on with potential future employees, customers and suppliers.

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