Training and development

O2’s policy is to create a high performance culture - an environment where everyone in the Company can learn and grow.

In a highly competitive market, we need a well-trained and knowledgeable workforce. Our training and development programmes are designed to support the achievement of our business objectives and to raise the capability of our leaders and managers.

Our performance management systems focus management attention on performance appraisal and development of capability, allowing us to track performance and development needs.

In 2005/06, close to 100 per cent of managers across the Group once again completed annual performance reviews.

Our Executive Development Programme (EDP) helps to ensure we have well-trained leaders in place: around 100 top leaders across the O2 Group participate.

We recognise that development opportunities help to engage and motivate employees. Everyone has the opportunity to develop a personal plan with their line manager to ensure continuous learning and improved business performance.

Training and development opportunities at O2 include:

• Induction training for new employees.
• Role-specific training (e.g. for customer service, engineering, sales, marketing and human resources).
• Leadership and management development training.
• Mandatory training on issues such as health and safety, the environment and business ethics (refreshed every two years).

We also create new programmes in response to changing conditions and market challenges. We are currently identifying the training needs of our retail employees on the issues of child protection and content management.