Training and Education
|Material topics 2015-2016||GRI Aspect||DISCLOSURES ON MANAGEMENT APPROACH|
|Learning and development||Training and Education||a. Why is this Aspect material?
Professional and personal development and education is of significant value to EY and our stakeholders, especially (potential) employees, because it directly adds to the quality and innovation of our services, it satisfies the ambition levels of our people and it enhances their career perspectives.
|b. How does EY manage this Aspect or its impact?
EY NL has developed a learning and development (L&D) strategy in accordance with the firm’s Global People policy. Ultimate responsibility for embedding the Global People and L&D policies within EY NL lies with our Talent Leader, member of the combined Regional Leadership Team. The Talent Leader, runs the People department, where the L&D leader is responsible for running the L&D department that execute all the L&D programs. Read more about our training and education management approach in the Talent section.
|c. How do we evaluate the way we manage this Aspect?
To evaluate our results we steer on average training hours per employee by employee category (see Appendix 8. G4-LA9). For more information see G4-LA10. All training courses are evaluated by a New Global Survey to ensure the high quality of our technical and non-technical trainings.