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NEWSLETTER

Issue 1, 2012

The developer Inter IKEA Center Group which builds, owns, and operates Avion Shopping Park centres in the Czech Republic and Slovakia, is recruiting new employees every year all over the world. According to the HR Department in the IICG headquarters in the Danish town of Copenhagen, the first days at work are the most demanding for new team members. The newly introduced special welcome kit intends to reduce stress of employees. The kit includes the schedule of activities during the first days in the company, basic administrative and technical information about the company, its approach to environment protection and basic values. “The folder with basic information about the company was waiting for me on the table already upon my arrival to work. All information helped me get involved in the working environment faster. I was well surprised also by a welcoming postcard from the IICG HR Manager which I received at my home address before commencement of my employment. I understood this company had completely different business policy than the companies where I had worked before. IICG makes the impression on me of being a dynamic company which focuses not only on its own business but also on having the employees feeling well at work and being a part of the business,“ a new colleague in the IICG Group pointed out.

NEW SPECIAL WELCOME KIT WILL HELP NEW IICG EMPLOYEES TO GET ORIENTATED

DEAR FRIENDS,

we are addressing you via the first electronic newsletter in 2012 to in-form you about news of the de-veloper Inter IKEA centre Group Česká republika and Slovensko that belongs to the international developer group - Inter IKEA Cen-tre Group (IICG). The current is-sue will provide you with the latest information on the trends in the field of human resources in retail in Slovakia and in the Czech Repu-blic. What is the definition of the term “human resources” for IICG? It is especially a particular emplo-yee – human beings who decided to develop their skills and know-ledge, to share certain values, to work on our goals in the way the company can grow and they can grow with it. Every company is ba-sed on quality work of its emplo-yees thus we believe that you find the articles about ”people” in this edition to be the interesting inspi-ration. Moreover, we shall discover the information on a new benefit system of IICG and the stories of successful employees.

We shall welcome all your quest-ions or proposals. Pleasant reading with new ideas is wishing you

Lenka ChuwaHuman Resource Manager

Inter IKEA Centre Group CZ and Inter IKEA Centre Group SK

INTERIKEACENTREGRouP

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Ms Lenka Chuwa, IICG CZ/SK HR Manager answers the questions about the trends in the employee care:

What is the situation on the labour market in the Czech Republic and the Slovak Republic? Do you have enough suitable candidates?IICG is one of the biggest European developers of shopping centres. Apart from construction of new cen-tres in Europe, we are intensely ex-panding to the very dynamically growing Chinese market. We are unambiguously growing also in terms of the number of employees. We are aware of the fact that one cannot grow without the other – company without employees and employees without company. our IICG compa-ny, however, does not grow only according to the number of quality employees but also expert knowled-ge and abilities of our people are ex-panding. We invest in our people in the same manner as we invest in the development of our shopping cen-tres. There is, however, still a very small number of candidates on the market in the Czech Republic and Slovakia experienced in our field. But concurrently we know that experien-ce is just one of the criteria for being a successful employee.

What apart from work experien-ce is the decisive aspect during interview?I say – don’t look always just for pro-

fessionals but let’s leave room also for people with personal potential. Then let’s offer them possibilities, challenges, freedom, incentives, inspiration, support etc. We select candidates with strong internal moti-vation, courage to overcome new challenges, their behaviour is in compliance with the company values and they want to develop further.

What is the method applied to the selection of suitable candidates?In the course of interviews we apply modern as well as best practises verified by years to the selection of employees. Psychometry, which discovers what style of work the future employee prefers and which his/her qualities show hidden potential, is a very interesting and contributory selection tool. It is always necessary to continue with behavioral interview after psychometry results are available during which the experienced personnel clerk shall verify the conclusions of psychometry.

What can personal interview with a personnel manager discover?This type of an interview is time demanding but it may discover for example the way the candidate communicates, what are his/her incentives, how initiative he/she is whether he/she need a creative scope of employment or he/she can perform cyclic work with pleasure etc. Right questions and excellent

INTERVIEW

BUSINESS AND PEOPLE GRoW ToGETHER IN IICG

Since November 2011 Lenka Chuwa became Human Resources Manager of developer Inter IKEA Centre Group Czech Republic and Slovakia, which owns and operates shopping centres Avion Shopping Park. After high school study Lenka Chuwa graduated from Czech Technical university, where she acquired engineering degree. During university study she worked in the field of executive search, especially in headhunting in Central and Eastern Europe. Gradually she gained experience in all areas of human resources in companies PricewaterhouseCoopers, Window Holding and ČEZ.

Lenka ChuwaHuman Resource Manager

IICG CZ/SK

listening skills may assist in discovering not only the current skills of the person concerned but also his/her future ambi-tions and self-reflection. During interview there are not correct or incorrect answers since everyone is shaped for various wor-king tasks and responsibilities in his/her life.

What are the qualities of an ideal leader?Every leader is unique similarly as his/her people. The only thing that really works is the importance of an individual approach to everyone and continuous effort for jus-tice. And after intense work with an indi-vidual we can find out ourselves whether we are a leader or not!Source: IICG CZ/SK

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Vladimír Bereš started in IICG CZ/SK as a Project Manager, he was managing Avion Shopping Park in Bratislava for six years, then he was in the position of the Property Manager for the Czech Republic and the Slovak Republic for two years. Till his leaving in 2012 to Russian IKEA MoS, he worked in IICG CZ/SK as the Expansion Manager.

Why did you decide to work for IICG?From the beginning, I worked in the IKEA Group for several years in various positions. But the development and operation of shopping centres was a new and unknown challenge within our concern, I was attracted by being at the birth of something new.

Which activities in IICG were the biggest challenge and contribution to your personal growth for you?Each position and every work, even less successful period of the career is the contribution to personal growth. The biggest challenge for me was the pro-ject of Avion Shopping Park in Bratisla-va. We were not much experienced, IICG in Slovakia and in the Czech Re-public was just at its beginning and many decisions were verified only when implemented in practise.

What do you appreciate about the work for IICG?To work in the field of shopping centres

is an interesting job, every day brings something new. A person should use and acquire experience in various areas – in marketing, financial or technical one. I do appreciate that in IICG we maintained excellent relations with our partners along with good results.

Why did you decide to accept the offer right for IKEA MOS?I learnt about the offer from my collea-gues who had already been working ab-road. The main reason was the offer of an interesting position in the company which is the subject to certain transfor-mations. I also wanted to try the work abroad, in the country with great po-tential for development of retail trade and for development of modern busi-ness centres.

How will the work in Russia be dif-ferent compared to work in the Czech Republic and in Slovakia?The main difference is in figures: in the size of centres, number of shops in centres, number of visitors or in the distances among centres. IKEA MoS has 14 business centres in its port-folio and it also enjoys a dominant position on the Russian market. Bu-siness centres include IKEA depart-ment stores which are directly con-nected to the business gallery. As a Regional Manager I am responsible for nine business centres in Moscow

SUCCESS STORIES

VLADIMÍR BEREŠ

Vladimír Bereš

As an example of employee development in IICG CZ/SK we present two interviews with our colleagues, who push their skills and knowledge further and accepted the offer to work for the development company IKEA MOS in Russia:

and its surrounding. Regional centres outside Moscow have their specifics, different customer, various cultural and religious background. It is very interesting but also demanding job requiring the knowledge of the local market. Russia is a huge market and despite low purchasing power, the revenues of dealers are surprisingly high. Our biggest centre, Mega Bela Daca in Moscow has 333 shops, has the biggest selling area in Europe and it co-unts 40 mi l l ion visitors a year.

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Hynek Šandera was long-time Financial Manager of IICG CZ/SK and recently he accepted a challenge to work for IKEA MoS in Russia:

Why did you decide to work for IICG?I started to work for IICG in 2004 as a Financial Manager for the Czech Republic and Slovakia. I was incentivized especial-ly by the possibility to participate in buil-ding a newly-established organisation within the IKEA Group.

Which activities in IICG were the biggest challenge and contribution to your personal growth for you?The most contributory for me was the fact that I met great number of excellent professionals in IICG on all levels from whom I could constantly learn something new both as for human and professional aspects. Being the same professional as them had always been the biggest chal-lenge for me.

What do you appreciate about the work for IICG?The work in IICG was interesting from all aspects. The corporate culture suppor-ting open communication, team coopera-tion and independent deciding, excellent group of people and the possibility to participate in work for stable and respec-

ted company. It is very important for me to work in the environment which does not limit me and which supports indivi-dual thinking. That all I found in IICG.

Why did you decide to accept the of-fer right for IKEA MOS?I was addressed with a particular offer and they asked me whether I like chal-lenges. The Russian market is a huge market and it develops fast. IKEA MoS belongs not only to the biggest compa-nies within the IKEA Group but also to the biggest companies in the world within the shopping centre business. Currently, there are big changes implemented in IKEA MoS covering the management process. The combination of all these factors at the same time creates a unique situation. The offer of work in IKEA MoS was interesting for me due to uniqueness of the situation in which the company is. At the same time, I perceived this offer as an expression of great trust. My deci-ding, however, was not simple because I liked my work in IICG CZ/SK very much and I also enjoyed it.

How will the work in Russia be different compared to work in the Czech Republic and in Slovakia?There is great difference in the company size as well as in the dis-

Hynek Šandera

Since January this year, the developer IICG introduced – i.e. flexible bene-fits based on individual approach to employees in the Czech Republic and in Slovakia. The employees thus may se-lect themselves the area or service for which they will use the annual contribu-tion from the employer. ”This step not only supported satisfaction of employe-es but it also strengthened one of the internal values of the company - „the value for money“. We offer freedom – something, that employees value. The-re are people of various age, sex, inte-rests etc. working in every company.

Each of them shall appreciate an indivi-dual approach satisfying exactly his/her needs and wishes,“ Ms Lenka Chuwa, IICG CZ/SK HR Manager stated. A new approach to benefits called also a cafe-teria means, in her opinion, a possibili-ty for each employee to choose various activities up to certain maximum finan-cial amount. Apart from flexible bene-fits, IICG CZ/SK provides its employees with general and local bonuses – for example discounts for purchase in par-ticular Avion shopping centres, gift vo-uchers for anniversaries, teambuilding activities for employees or fruit days.

IICG oFFERS TAILoR-MADE BENEFITS FOR EMPLOYEES

What are the flexible bene-fits in IICG CZ/SK?

• activities or services for which an employee may spend contribution from the employer

• these are activities related to health, education or future

• for example: a contribution for mass transport, babysitting, foreign lan-guage course, contribution to the in-surance, or above-standard health care, etc.

Source: IICG CZ/SK

SUCCESS STORIES

HYNEK ŠANDERAtance of particular business centres. In the Czech Republic and in Slova-kia we had ten times less employe-es, we all knew one another by name and all business centres can be visited in two days. In IKEA MoS there are many people from various countries. All this supposes great demands for mu-tual communi-cation and coordina-tion.

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DID YOU KNOW THAT IN 2011:

• average age of employees in IICG CZ and SK was 37?

• the proportion of men and wo-men in IICG CZ and SK was 51% and 49%?

• the proportion of men and women in managerial positions in IICG CZ and SK was 58% and 42%?

• 79% of the IICG CZ and SK employees expressed the opinion that they have good opportuni-ties for development and impro-vement of their skills?

• 82% of the IICG CZ and SK employees expressed the opinion they are respected and appre-ciated in their department?

• 100% of the IICG CZ and SK employees expressed the opini-on that to meet their tasks they can use the assistance they need provided by the HR, education and development department? Source: IICG CZ/SK survey – VOICE 2011

INTERIKEACENTREGRouP

OUR VALUES

1. Leading the way

2. Leadership by example

3. Simplicity

4. Striving to meet reality

5. Value for money

6. Humbleness and willpower

7. Togetherness and enthusiasm

8. Accept and delegate responsibility

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Inter IKEA Centre Group (IICG)• IICG is an investor, developer and

operator of shopping centres• Inter IKEA Centre Česká republika

and Inter IKEA Centre Slovensko were founded in 2003 and are a members of IICG group

• they operate 4 shopping centres in Prague, Brno, Ostrava and Bratislava known as Avion Shopping Park, together with area of 304 000 m2

• IICG builds shopping centres always with IKEA store that is an anchore tenant and has IICG shopping centres as partner

Contact:

Katarína ŠutarováPR Consultant

PR Agency LIKEJozefská 19, 811 06 BratislavaSlovakia

Mobil: (+421) 917 654 603E-mail: ksutarova@agency-like.com

This document is not legally liable and doesnot serve as a contract offer. All informationin this document serves for informativepurposes and we do not bear any responsibilityfor information integrity or correctness.All information can be subject to changes.

FuRTHERENQuIRIES:Are you inspired by theinformation in this newsletter?Do you need more information?Please contact us via e-mail: ksutarova@agency-like.com