Training and Development

Johnson Matthey believes that employees are a resource whose value should increase with time. A wide choice of training and development programmes play an important part in ensuring professionalism throughout our organisation, and a good flow of talent to our businesses around the world. We believe it is our people who will deliver future benefits to customers, shareholders, suppliers, communities and to themselves as employees.

Locally administered training in office skills operator techniques, technical expertise, good environmental practice and health and safety awareness is frequently extended to language training in after-work tutorial groups, and team leadership projects at weekends.

Management development and training are reviewed annually and management training initiatives are planned worldwide.

Career development occurs as a result of a successful combination of training, on the job coaching and opportunities for self development. Johnson Matthey is committed to supporting employees in their life-long development and growth.

At career foundation level the group Business Training Course is a unique series of 12 x 2 day modules combining site visits, practical skills and business studies. The group Management Development Programme is a series of 5 x 2 day modules on effective management and getting the best from people. The Senior Manager Seminar is an innovative action learning 2 day programme entirely based on participant prepared case studies.

Executive director attendance ensures relevance and an opportunity for questions, discussion and the opportunity to focus new skills on business goals.

Training and development programmes are tailored for specific groups of employees. Johnson Matthey’s series of Professional Development Seminars are attended by many employees including those with long service and experience, staff taking on more responsibility and employees with few early qualifications building their practical or people based skills.

Communication

Johnson Matthey maintains a high level of communication with employees, and the directors go to great lengths to know people in the organisation. Chris Clark, the Chief Executive, is highly visible to staff and, having been with Johnson Matthey for 40 years, is personally known to many. Site visits, attendance at local management meetings and talks to groups of employees worldwide are a major part of his working life. He frequently quotes "listening" as a key skill for managers and practices this frequently in shop floor visits and conversation with employees. Members of the Chief Executive's Committee are directors of their respective divisions and they too both speak and listen to employees in their global travels.

A major opportunity for direct communication lies in frequent cross-division meetings and conferences. Here directors clearly explain progress and priorities in achieving Johnson Matthey’s goals. There is always a lively and participative question and answer session where those present are often surprised at the candour and trust shown.

Constantly evolving are the Johnson Matthey's corporate intranet, e-mail announcement system and the in-house publications “Assay” and “Update”. On a face-to-face basis, a system of team briefing to all employees is universal. Headlines each month include local progress, priorities, people issues and points for action. These are delivered by the manager or team leader in shop-floor meetings, and are also an opportunity for employees' views to be heard and questions to be raised.

“Quarterly Reviews” of large numbers of employees with their senior managers and meetings with Trade Unions and Works Councils are some of the many and various ways that Johnson Matthey communicates with employees, and where in turn their voices can be heard.