At Aptar, sustainability has a clear
social aspect that centers on the health
and well-being of our people and on
supporting our communities. Our new
sustainability scorecard focuses Aptar’s
initiatives for sustaining our people under
two principal groupings: labor, including
employee training, retention and safety,
and stakeholder engagement, including
employee engagement, communicating
our progress, and volunteerism. Within
each, we have outlined some of our
most notable accomplishments from
2015. We also present some of our
achievements in the areas of diversity
and workplace excellence.
Aptar Corporate University
Development of our employees is critical to achieve our
strategic goals, and Aptar continues to strengthen its
leadership and other training programs. Aptar has CASA
leadership training for our executive leaders and high-potential
employees; CASITA for regional middle managers; and
LaFabbrica for work shift, laboratory and quality-management
leaders within the manufacturing and technical areas locally.
The leadership “houses” are part of Aptar Corporate
University (Aptar CU), which added regional training
sessions for managers of all levels in 2015 and new courses.
As a result, 220 employees participated in the 2015 CASA,
CASITA and LaFabbrica training programs, with LaFabbrica
participants climbing to 156 from 132. Each participant
receives over 15 hours of training at the on-site sessions.
“Aptar Corporate University is an important pillar in the
human resources organization,” explains Ursula Saint-Léger,
Vice President of Human Resources.
In all, nearly 1,600 employees have received Aptar CU
training since 2009, when the program began. They
include participants in market-oriented programs
including strategic account management and customer
value management as well as in business programs,
which include strategic thinking, change management
and business process management.
Among the new courses offered in 2015 were the first
CASITA course in Mandarin, the first change management
course based on a case study, and the development
of the Aptar project management suite for eLearning
and leadership training.
More than 9,000 employees have used eLearning modules
in addition to classroom trainings. These modules include
eGuide programs that offer online versions of some of the
classroom courses such as strategic account management,
and eProduct programs that focus on specific products
such as those for the beverage industry.
We also offer internships and apprenticeships as a way
for talented people to engage with us. As one apprentice
explains, “I am constantly challenged to develop further and to
find new approaches and better solutions. To cooperate with
different colleagues from different countries and continents
makes the daily business more interesting and special.”
Greenhouse for Early Career Development
In 2015, planning began for a fourth-level of Aptar CU
training — the Greenhouse Leadership Program — for
employees in their early Aptar career and who demonstrate
potential for a more advanced career. Among other
outcomes, we expect Greenhouse to help participants
gain a better understanding of managing themselves.
Aptar considers leadership training critical to instill its culture
and traditions in employees at all levels. “Culture is the
summary of the behavior of all of us,” says Meinrad Arnold,
Aptar’s Director of Organization & People Development
and the CASA training leader.
Digital Platform for Career Development and Planning
In 2015, Aptar introduced a new and improved digital
platform for performance appraisals and career planning –
moving to an efficient online platform for career development
and eliminating a paper-and-spreadsheet format.
our most valuable
Diversity of our people is our strength.
We live our core values.
“CULTURE IS THE SUMMARY
OF THE BEHAVIOR
OF ALL OF US.”
DIRECTOR, ORGANIZATION & PEOPLE DEVELOPMENT
For the first time, all information related to career planning
is stored and managed using cloud-based technology.
The easy-to-use online database contains a repository
of employees’ performance and career-planning data,
career aspirations, and a behavioral study of work style
preferences including an assessment of work-life balance.
The database can be accessed easily from smartphones,
tablets and other electronic devices.
Employees and managers began using this platform in October
with performance reviews. In 2016, the digital platform also
will incorporate salary reviews and succession planning.
Global Environmental Health and Safety Task Force
Aptar maintains a conscientious focus on health and safety.
In fact, our global initiatives on that front accelerated in 2015
with the formation of a Global Environment Health & Safety
Task Force. It represents a major step forward in viewing our
EHS programs and standards globally from a system that
previously relied on site-level implementation and pockets
of regional excellence.
In a key first step, our Global Manufacturing Excellence team
developed and distributed a survey to each of our facilities
worldwide to determine what policies, training systems and
Key Performance Indicators (KPIs) they have been using
for health and safety. That survey highlighted the need to
standardize and formalize these policies and procedures
globally as, in some instances, the survey found that facilities
just a few miles apart adopted different procedures.
The new global task force was charged to define a revised
global policy; to standardize KPIs; and to suggest an
incident communication system and a global compliance
audit program. We look forward to reporting progress
in this area within our 2016 sustainability report.
Statistics from 3/22/2016 PowerPoint presentation on Aptar CU
Strategic Worldwide Programs