CSR Report 2018

CSR 2018 – BOSKALIS 41

Personal skills development – This year we further strengthened our learning culture, investing more in learning and development tools which are available to employees through our online portal. This includes the successful blended learning programs on Effective Communication and Influencing launched in 2017, repeated in 2018 and planned already for 2019. Young professional programs – We encourage our young professionals to develop the skills and knowledge in line with their career needs. These programs combine learning with working and provide young professionals with invaluable insights into the diversity of our projects, as well as preparing them for their next career step. Programs include our Cost Engineering Program and Finance Development Program. Boskalis Leadership Development Program (BLDP) – We invest in developing leaders and helping equip them with the skills needed to be successful in their role. Developing personal leadership, building an internal network and encouraging innovation and entrepreneurship are important core values of the BLDP that kicked off in 2018. Boskalis Operational Development Program (BODP) – The one-year BODP that was launched in 2017 gives present and future project managers the opportunity to develop and grow in line with the changing market and complexity of our projects. The first participants completed the program this year, focusing on improving hard and soft leadership skills, safety, professional development and stimulating company-wide knowledge sharing.

Internal Mobility Career Center platform – This new platform for Boskalis employees is intended to create more transparency and awareness regarding vacancies and available training and courses. The platform went live in September 2018. Pool Management 2.0 – Designed to stimulate mobility between projects and staff departments, the new pool management approach focuses on cross-divisional talent management and will identify and actively boost team diversification in relation to roles and nationalities. In this way, we aim to find the right person, for the right project at the right time, as well as boost professional development and knowledge sharing between projects. International Talent Pool – The establishment of an international pool for vital project positions within the Dredging division was initiated in 2017 and formalized this year. As well as providing our international specialists the opportunity to further their career, the pool helps us find and recruit highly qualified hands-on specialists, where and when required on projects worldwide. Training and Development Traineeship – Our trainee program is geared towards attracting graduates and professionals with a technical or finance background and up to two years’ work experience. A group of 46 trainees embarked on the program this year. Over a period of 18 months, trainees rotate between three different assignments. They gain first-hand experience of our projects and the vibrant environment in which we operate. Knowledge-sharing and skills development are key to everything they undertake.