Organisation and personnel

Organisation
The organisational structure of Batenburg Beheer N.V. is aimed at facilitating local enterprise within the alliances and objectives of the group as a whole. The small-scale holding company, with a strong financial and strategic character, defines the frameworks, creates the conditions for achieving the objectives and co-ordinates supra-operating company interests. This involves increasing attention to co-operation and the exchange of knowledge between the operating companies in fields including controlling, purchasing, ICT and contract management. The decentralised approach encourages the companies to be alert and alive to customers’ needs, and boosts the commitment of employees. The Batenburg Group also has the necessary consultative structures through which knowledge is exchanged between certain professional groups. The profiling of the subsidiaries increasingly shows that they are part of the strong, financially sound Batenburg Group. In view of all the market developments outlined above, the profiling will be sharpened further in 2010.

Employees
Human capital is the Batenburg Group’s most valuable asset in its efforts to accomplish its objectives. Its policies consequently focus, and will remain focused on being an employer of choice able to attract and retain skilful people. It succeeds in this by offering competitive salaries, good training facilities, and a corporate culture that encourages initiative and self-development on the part of employees. Batenburg Beheer N.V. was once again selected by the independent accredited Corporate Research Foundation (CRF) as ‘Top Employer’ in the Netherlands for 2010, a recognition that finds an enthusiastic response in the labour market.

The number of employees at year-end 2009 stood at 1,015, slightly lower than in the previous year (2008: 1,029). Sharp staff changes occurred during 2009. Jobs were lost as a result of the recession and cost-saving measures at various operating companies. The necessary redundancies and non-renewal of temporary contracts reduced the headcount by 7%. At the same time, the number of employees increased again by 5% through the acquisitions of Meurs, vanPanhuis and OSP. Overall, the number of employees in installation engineering remained virtually unchanged, while that in trading declined slightly. Almost all employees work in the Netherlands.

Average revenue per employee fell 9% in 2009, from EUR 151,500 to EUR 138,700. This amount was distorted by the vanPanhuis and OSP employees in the year-end figure for 2009, who had then worked productively within the Batenburg Group for only one quarter. The fall in revenue per employee corrected for this fact was just over 4%. The revenue for 2009 also includes 25% less work sub-contracted to third parties than in 2008, which also reduced the revenue per employee.

Sickness absences increased to 4.4% (2008: 3.5%), primarily as a result of higher than average sick leave in the Installation group. The operating companies strictly monitor short absences, but a number of long-term illnesses had a negative impact on the outcome.

Training
Well-trained and motivated employees are extremely important for achieving the company's objectives. In the past year, in particular, frequent use was made of the training courses of the Training Fund for the Technical Installation Business ('OTIB'). Batenburg Beheer N.V. also once again organised various in-company training courses for staff and cadres of the operating companies in 2009, in subjects including procurement and contract management. Intercompany exchange of knowledge is facilitated through meetings for project leaders, accountants, controllers, P&O staff and others. These enhance day-to-day know-how and promote intercompany contacts.

Group Council and CPI
The Group Council is a consultative platform for the Executive Board of Batenburg Beheer N.V. and the managements of the operating companies about important developments affecting our group of companies. The Group Council formally meets twice a year and a strategy or knowledge oriented session lasting several days is organised once a year. However, several sessions relating partly to the austerity measures to be implemented and partly to the utilisation of growth opportunities in times of recession were organised in 2009.
The holding company’s Executive Board meets with works councils and employee representatives from the companies in the CPI about developments relevant to Batenburg Beheer N.V. Some of the companies have their own works council corresponding to the size of the company, while at other operating companies consultations are held in accordance with the guidelines for companies with up to 50 employees.

Measures in 2009
The trading businesses and installation companies focusing on industrial sectors, in particular, had to deal with sharply diminishing customer demand for their products and services from as early as the end of 2008. The companies steered strongly for cost reductions, including in their relatively high personnel costs. Various operating companies took measures based on the principle of ‘jobs before income’. In practice, this meant that employees showed a strong propensity to make financial sacrifices, including waiving pay increases and profit sharing. In all cases, constructive and supporting talks were conducted on the measures taken with the relevant Works Councils and staff representatives. The management and all staff of the holding company also voluntarily waived part of their profit share in order to emphasise their solidarity with the operating companies.

Thanks to the employees
In the past year, under the circumstances outlined, a great deal was asked of our employees. Lower revenues often do not mean that there is less work to do. Precisely in those circumstances, commercial efforts increase and often, smaller orders and jobs must be completed, which calls for extra logistical efforts and flexibility. Financial sacrifices were also called for. Precisely in these difficult times, mutual solidarity and willingness to make extra efforts has proved to be high. We would like to express our gratitude to all employees for the efforts and solidarity shown. The coming year will also bring a fair number of challenges. Through increasing co-operation, we will be able to meet these challenges effectively.

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