Recruitment

In 2007, we continued to refine our talent management strategy to develop employees and support the growth objectives in our Global Business Plan. This included a particular focus on improving capability in the areas of insights and innovation, customer development, brand building and sustainability. We also increased time and resources invested in our talent management process.

In 2007, our human resources team launched a new website for employees in the U.S. called Open Opportunities. This helps employees find available positions within K-C and is part of our new approach to career development and recruitment. The new site will improve our ability to develop our people and place the best-qualified candidates within the company. In addition to managing their own career paths, employees can also use Open Opportunities to recommend friends and family members for K-C jobs by posting their résumés for consideration.

Training and development

We want our employees to learn and develop their skills while working for K-C. Providing training opportunities helps us attract motivated and talented employees. This is vital to our long-term competitiveness. In 2007, we spent a total $13.6 million dollars on training in North America and Europe.

We launched new training courses including:

• Inspirational Leadership course - a two-day program targeted at senior leaders
• Leadership Journey course - two modules (three days plus two days with coaching in between) for high potential leaders.