Diapositiva 1 - Observatoire Social International

Diapositiva 1 - Observatoire Social International

el motor de la innovacin en GNLM Jean-Michel Cabanes gerente general 16 de octubre 2017 GNL Mejillones, Chile the company at a glance people we are 25 40 18 125 Mejillones Santiago 15 80 70 25 investment + 35 45 15 21 8

55 mean age: 40 years old 2 47 4 9 6 mean seniority: 5,0 years in GNLM shareholders 63.00 % 37.00% 550 MUSD 200 MUSD (Chilean company, the worlds main copper producer) innovation at GNLM a great impetus staff

ENGIE GNLM 153 000 95 0,06 % 585 12 2,05 % 672 14 2,08 % Innovation trophies 2016 proposals submitted Innovation trophies 2017 proposals submitted innovation trophies: GNLM awards 2014: ENGIE top10 2015: Latam award GNLM a multi awarded company absenteism

an outstanding evolution tasa ausentismo tasa ausentismo 140 140 8,00% 1,20% 7,58% 1,09% 118,1 1,00% 98,8 109,5 0,93% 109,5 100 118,1 0,99% 120

7,00% 120 0,91% 0,87% 6,00% 99,8 97,8 95,3 94,0 98,8 100 99,8 97,8 95,3 94,0 93,3 93,3 0,80% 5,01%

5,00% Personal (Prom.) 3,82% 3,51% 63,5 4,00% 3,80% tasa ausentismo Personal (Prom.) 80 Personal Personal 80 0,60% 63,5 60 60 2,98% 3,00% 0,39% 0,40%

0,37% 2,49% 0,40% 40 40 2,00% 0,20% 20 20 1,00% 0,05% 0,61% 0,15% 0 0,00% 2009 2010 2011 2012 2013 2014

2015 2016 2017 GNLM tasa ausentismo (total) 0 0,00% 2009 2010 2011 2012 2013 2014 2015 2016 GNLM tasa ausentismo (inferior a 10 das) 2017 tasa ausentismo a global overview

with concrete outputs H&S risks management exceeding targets communication spontaneity, involvement support functions top class KPI INCOME outstandingly mature competence management system staff driven trade union constructive relationship EBITDA efficiency driven how? setting up a 7 dimensions HR policy a refreshingly management relationship encouraging

personal development empowering people enhancing career path policy sense of belonging, pride benefit schemes, mainly family oriented to make it happen from a policy to practices trust c ity l i ib red a refreshingly management relationship res pe ct empowering people ity

l i iab l e r acy m inti emotion encouraging personal development enhancing career path policy sense of belonging, pride benefit schemes, mainly family oriented pro ud ne ss en ga ge me t n

at GNLM, human is capital Jean-Michel Cabanes gerente general 16 de octubre 2017 follow us! www.gnlm.cl @ceognlm /company/gnl-mejillones /GNLMejillones Great Place to Work, a sweet ambition but a comprehensive tool above all to evaluate, rank, compare staff feeling regarding both dimensions: team level company management level to point out, and characterize our weaknesses to help for treatment, and focus regarding: motivational speeches day to day communication training a management team project a time wise process, starting end of 2012 a sweet ambition new relationships as launch pad to be a great place to work means that: from a staff perspective, employees: trust the people they work for

have pride in what they do enjoy the people they work with from a management perspective, employees: give their personal best enhancing teamworking and diversity RSE PROhumana, a sweet ambition but a comprehensive tool above all to evaluate, rank, compare staff feeling regarding six dimensions: ethics and governance suppliers clients environment community staff to point out, and characterize our weaknesses to help for treatment, and focus regarding: motivational speeches day to day communication training a management team project a time wise process, starting 2016

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