Within AEGON, responsibility for human resources has traditionally been devolved to individual country units. In 2010, however, AEGON decided to take a more integrated approach to this issue.
This decision was part of a broader objective: to manage AEGON more as a single, international company. In addition, AEGON has identified ‘empowering employees’ as key to the company’s 2015 ambition: to be a leader in all its chosen markets. This new, more integrated approach to human resources management is based on three primary ‘aspirations’:
- To be a top performer
- To be a talent builder
- To become a preferred employer
AEGON’s Global Talent Management program was launched in 2008, with the aim of developing leadership potential across the organization. The objectives of the program are:
- To ensure AEGON realizes its full potential as a global company by identifying, managing and rewarding leading talent on an international basis.
- To ensure that AEGON has the depth of talent with the right skills, competencies and experience to support the company’s current and future strategy.
- To use the quality of AEGON’s management as a competitive advantage.
As part of the company’s global approach to talent and performance management, AEGON is planning during the course of 2011 to conduct a talent review of its two most senior tiers of management (below the Management Board). Once complete, this review will be extended to cover the following management tiers.
AEGON University
AEGON University has been in existence now for the past sixteen years. The program takes in talented AEGON employees from around the world and gives them the opportunity to share knowledge and experience, as well as to learn more about the company, its businesses and its strategy. In 2010, AEGON updated the University program to take into account changes in business practice and the business environment, particularly since the global financial crisis. The work of the University is supported by other programs, including the AEGON Americas Leadership Academy.
Young AEGON
AEGON also has an organization called Young AEGON, a network of employees designed to share information and best practice, and a two-year leadership development program in the United States. AEGON Asset Management also offers additional coaching, mentoring and development programs in the United States, the Netherlands and the United Kingdom.
"We are creating a new social network to exchange ideas among AEGON’s young employees. Sharing knowledge improves our understanding of the different parts of the company worldwide."
Martijn O.
Nieuwegein, the Netherlands
Manager Digital Media
AEGON Bank
Global Assigment Policy
In 2010, AEGON introduced a Global Assignment Policy, covering employees temporarily working outside their home countries. This policy is part of wider efforts to manage AEGON as a single, international company, and is aimed at encouraging greater mobility within the AEGON workforce. The policy also aims to ensure employees are able to maintain rights and benefits in their home countries while on expatriate assignments overseas.