We foster a long-term relationship with our 272 employees. As an involved employer, we continue to invest in professional skill, welfare and vitality. We believe that our employees make the difference when it comes to strengthening the relationship with our clients and catering to their needs. This enables us to make the difference in the global market. Increasing the sustainability of our HR policy helps us to mean more to our employees, clients and business relations.
Living our values
We have an identifiable common course. This course 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 our mission and 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.
Our core values are:
To us, sustainable HR means:
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 company, on the whole. Based on our business strategy, we have established six HR result areas:
1. Strategic HRM*
2. Strategic workforce planning*
3. Education & personal development*
4. Remuneration & Employee benefits*
5. Vitality & Wellbeing*
6. Reporting & Information*
Vitality involves more than just health. Vitality is the engine for sustainable and healthy operational performance. The reins are in the employee’s hands, but the employer facilitates and inspires. In our opinion, vitality means that employees are able to work efficiently (and can continue to do so), both mentally and physically, and in addition we stimulate the attention for personal vitality. An employee is in charge of his or her own health and vitality, to a certain extent.
We consider it a matter of course that they take responsibility for this part. Moreover, we also see the vitality of our employees as a basis for sustainable employability; to be fit-for-the-job today, but also in the future. Therefore, as an employer, we consider vitality to have a high priority and feel the need to help in this regard. At certain times, people have no control over their own health and vitality. In such event, they can be sure that HZPC will take its responsibility as an employer.
We want to be the organisation where our employees feel at home. Together we provide substance to a healthy and efficient working environment and to personal health and vitality.
To us, sustainable HR means: responsibility
At HZPC we focus on the aspect of 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 responsibility within HZPC. We create opportunities around people, not around systems. This is why employees are at the helm, based on professional skill and talent. They have the opportunity to show initiative and to take responsibility.
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. Working from home is possible, but fixed home working days are not incorporated.
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. Changes that come into play in the environment and within HZPC.
Working on sustainable employability is stimulated in different ways. Since 2014, ‘vitality questions’ were added to the annual performance review. In 2014 it was evaluated whether these questions contribute to increased responsibility amongst employees, with regard to their own vitality and wellbeing.
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.
Employability of elderly people
Each stage of life brings with it different needs, whether it involves the substance of the work, the expectations with regard to career development, or the balance between work and private life. HZPC’s policy is aimed at continuing to use the available talents of employees (regardless of their age) to the best extent possible. We developed a policy on older employees, especially for the employability of older employees.
HZPC does not discriminate or favour older or younger employees. The schemes in connection with the policy on older employees are intended to provide in the organisational needs, to:
- Continue to have the knowledge and experience at the company’s disposal, to the degree that this is present amongst ‘older’ employees
- Make it more attractive and more feasible for the older employee to continue to work to an older age, whilst maintaining productivity.
HZPC employs 272 permanent employees. Significant cultural diversity is present. This is proven by the mere fact that we have employees from 17 nationalities working in our company. The intercultural group of employees is growing. This involves HZPC colleagues who live and work in a different country than the one in which they were born and where they followed their education. Currently, 5% of our employees belong to this category. These colleagues mostly have a Bachelor, Master or PhD educational level. Collaboration without borders is evident amongst all the different nationalities. This makes our company unique.