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ICL is expanding its use of management performance infrastructure (the Success Factors system) to manage ICL’s human resources. In this context, the Company is also assimilating globally unified work processes.
The SF (Success Factors) system enables managers and employees to participate in a performance management process based on goals and performance evaluation, as well as team and individual development plans. The system also includes learning and training processes. Implementation of the global processes is expected to expand and will include additional processes in the areas of compensation and communications, as well as tightening the link between performance and rewards.
In 2019, approximately 55% of ICL’s global workforce participated in these performance management processes, synchronizing between performance and compensation.
Creating a better working experience includes the empowerment and growth of ICL’s employees. ICL has created various programs and mentorships to further develop and enhance the abilities of its employees and managers.
ICL views on-going learning as an integral part of the work experience. The company tries to expand and incorporate learning opportunities in ways that will enable its employees to easily access the knowledge they seek and need. This approach encourages employees to be proactive and to independently find the learning and development opportunities more relevant to their specific needs.
ICL views its employees as the key to its success. In order to enable ICL’s employees to reach their full potential, the company implements multiple development programs.
ICL’s senior management has a specialized global development program. Managers participating in the HIPO program are also selected from among the ICL global workforce. Other programs mentioned below include Israeli managers unless stated otherwise.
ICL created a unique learning site as part of its learning strategy. The MyCampus site has more than 140 learning offerings and over 300 hours of online courses. ICL employees are invited to learn and develop professional and managerial skills, personal growth, and to prepare for the future of work. Featured learning content includes both global content and courses as well as regional courses.
Learn.Develop.Grow The site also includes articles on learning and development, current L&OD initiatives and projects and links to external online content.
ICL views its employees and managers as the key to its success. In order to enable ICL’s employees to reach their full potential, the company implements multiple development programs.
These include: acquiring language (English) skills, courses for enhancing digital capabilities and mentoring programs.
ICL has initiated a Leadership and Business Program. It is part of ICL’s comprehensive approach for talent retention and development, through personal development and growth. The program’s objectives are to engage and empower ICL’s global talent in order to increase their effectiveness and enhance their opportunity to develop professionally.
By fostering the development of ICL’s talent, the company supports the leaders of the future and its own growth.
| # All participants | # Male participants | % Male participants | # Female participants | % Female participants | |
|---|---|---|---|---|---|
| Israel | 45 | 32 | 71% | 13 | 29% |
| Europe | 50 | 37 | 74% | 13 | 26% |
| U.S.A | 63 | 42 | 67% | 21 | 33% |
| Global | 158 | 111 | 70% | 47 | 30% |
ICL is also working to sharpen the skills of its professional employees. Special emphasis is placed on providing employees with the tools and skills required to deal with technologies that are expected to become a part of the industrial production process in the future.
ICL offers multiple development programs. Some of them are on a global level, while others have a regional or local focus.
Programs include project management, cross-cultural communication, personal resilience and many more. ICL also offers development programs to external vendors. Local programs include management development programs for new managers in the UK, Spain and Germany. In the UK, the HIT (High-intensity Training) program develops newly assigned managers. Spain also has a management development program for managers, while Germany has a development program for its shift leaders.
ICL offers multiple learning options. These include workshops, virtual learning and online learning options. ICL’s Learning Catalog offers a wide range of subjects. These include Leadership Training modules that are designed for leaders to whom others directly report, or those who lead ad hoc teams on a regular basis. The focus is on soft skills, leadership theory, and understanding group dynamics. Other training modules include productivity learning and team activities.
ICL offers a selection of open enrollment courses in St. Louis for which its employees can register and attend in person. There is also on-site training customized to the specific needs of the site.
The total amount of employee training hours in 2019 was 342,544. This includes both online and on-site training sessions. The number of training hours in the table below includes only partial data for the year as the infrastructure to record all training is currently being implemented across ICL units.
| Subject Area | Total Training | %of trainings |
|---|---|---|
| Ethics & Compliance | 16,233 | 21% |
| Environmental Protection, Health, Safety, Security | 42,895 | 55% |
| Finance | 445 | 1% |
| Human Resources | 3,100 | 4% |
| IT | 1,812 | 2% |
| Production & Maintenance | 5,774 | 7% |
| Organization Development | 1,401 | 2% |
| Procurement | 284 | 0% |
| Professional Development | 1,019 | 1% |
| Quality Assurance | 2,022 | 3% |
| Research & Development | 1,614 | 2% |
| Supply Chain & Logistic | 345 | 0% |
| Operational Excellence | 395 | 1% |
| Grand Total | 77,339 | 100% |
In several countries of operation (Israel, Germany, U.S.A, U.K, Netherlands), ICL operates apprenticeship programs for high-school (over 16) students and/or university students. The participating students benefit from various real-world experiences in engineering, manufacturing, supply chain and others. Students can gain knowledge firsthand through on-the-job training and meaningful projects that have a real impact on the company. All apprenticeship programs are regulated (and encouraged) by local authorities and adhere to the perspective work regulations. For example, In Israel, ICL promotes skills among high school students in collaboration with industrial schools that operate under the auspices of Israel’s Ministry of Economy. ICL employs around 60 11th and 12th grade students from four high schools in Israel’s Negev region. Each student that works for ICL is assigned an ICL employee as a mentor who accompanies the student along his/her path, for professional instruction or practical training. In their schools, the students study a trade and are granted a certificate in one of the following: electronics, welding, mechanics machinery and autotronics (automotive electronics).
Read MoreICL offers, in Israel and the U.S.A, co-op and internship opportunities to university students, providing various real-world experiences. These include engineering, manufacturing and supply chain. Students gain knowledge firsthand through on-the-job training and meaningful projects that have an impact on the company. ICL is building a female talent pipeline for key entry level positions. In 2019 programs in the U.S.A and Brazil included 20 female interns.
ICL Iberia Iberpotash in Spain is participating in a DUAL MAP project, an educational program developed by ICL Iberia whose main purpose is to fulfill the needs of the region, the mining sector and ICL Iberia for qualified individuals to assume jobs at the mines.
The DUAL MAP project was selected to be part of the EU’s Enterprise 2020 initiative. This initiative was established by the European Commission as part of its Europe 2020 strategy which calls for smart, sustainable and inclusive growth.
