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2011
In addition to our anniversary initiatives, we supported Moreover, emphasis was placed on the development
awareness collaborations with major Greek cultural of leadership and managerial skills for Directors and
entities: Megaron “The Athens Concert Hall”, the Greek Managers through a blended training program offered in
National Opera, Erasinou Roes, and the 2011 Athens cooperation with Harvard Business Publishing.
Biennale.
As a responsible employer aligned with market practices,
A highlight for our 2011’s “Airport & Children” program AIA provides all permanent employees and their
was the creation of a new play area, in collaboration with dependants (a total of 1,892 people), a group program
the Association “The Smile of the Child”. Since February covering both health and life insurance, as well as a
2002, the “Children’s Creative Entertainment Area” has pension program to which 94% of our employees have
hosted 47,000 young passengers from around the world. chosen to participate with their own contribution.
Furthermore, through our visitor services, we offered to
over 1,000 guests from schools and other educational We believe that internal communication is a high priority,
institutions, an insight into the airport’s operational and the basis for providing all employees with direct and
cultural areas. useful information about issues concerning the company.
In line with this, we have upgraded “WeRAIA”, our
AIA continues to enhance its social commitment by quarterly newsletter, which offers our staff an insight
supporting children and social groups in need. It into AIA business activities, as well as the “lighter” side
contributes to national and international humanitarian of corporate life.
activities organized by Médecins Sans Frontières, the
“Make a Wish” organization, the Hellenic National At the end of 2011, our staff numbered 679 people under
Committee of UNICEF and “SOS Children’s Villages”. open-ended contracts, while during last year, 31 persons
(28 fixed term, 3 trainees), were seasonally employed
6.4 Employer’s Responsibility in order to cover workload, during peak periods and
replacement needs. The average age of our employees is
AIA remains committed to the continuous development 42 years with a high educational background. 31% of our
of its employees which is considered fundamental to the personnel reside in the local communities, reflecting our
company’s sustainability and success. With a reputation interest in the Mesogeia area.
of an employer of choice, we aim at attracting,
developing and retaining a committed workforce. We pay
competitive salaries and offer a fringe benefits package
supplemented by a pension scheme, a performance-
related incentive scheme and comprehensive training and
development activities. A direct result of our staffs’ sense
of loyalty and commitment is the low turnover ratio
(2%) and the productivity ratios (Revenues & ADF / FTE:
€533,107 vs. €567,625 of 2010, Passengers / FTE: 20,297
vs. 21,527 of 2010).
AIA views training and development as a tool to equip
its people with the knowledge, skills and competencies
required to succeed in their present jobs and to provide
the ground for continuous improvement and growth.
The 2011 AIA Training Plan involved 23.6 man-hours per
FTE, while 97% attended at least one training session.
We want all our employees to understand our values
(accountability, effectiveness, customer focus, respect
and team spirit) and to incorporate them into their daily
activities and decision-making processes; a training
program for the enhancement of “customer focus”,
was designed for and offered to all AIA employees.
This constituted the first phase of the customer-centric
project, which was initiated in 2011 and will be concluded
in 2012 comprising the entire airport business community
and aiming to make a difference in customer service.
Annual report 33
In addition to our anniversary initiatives, we supported Moreover, emphasis was placed on the development
awareness collaborations with major Greek cultural of leadership and managerial skills for Directors and
entities: Megaron “The Athens Concert Hall”, the Greek Managers through a blended training program offered in
National Opera, Erasinou Roes, and the 2011 Athens cooperation with Harvard Business Publishing.
Biennale.
As a responsible employer aligned with market practices,
A highlight for our 2011’s “Airport & Children” program AIA provides all permanent employees and their
was the creation of a new play area, in collaboration with dependants (a total of 1,892 people), a group program
the Association “The Smile of the Child”. Since February covering both health and life insurance, as well as a
2002, the “Children’s Creative Entertainment Area” has pension program to which 94% of our employees have
hosted 47,000 young passengers from around the world. chosen to participate with their own contribution.
Furthermore, through our visitor services, we offered to
over 1,000 guests from schools and other educational We believe that internal communication is a high priority,
institutions, an insight into the airport’s operational and the basis for providing all employees with direct and
cultural areas. useful information about issues concerning the company.
In line with this, we have upgraded “WeRAIA”, our
AIA continues to enhance its social commitment by quarterly newsletter, which offers our staff an insight
supporting children and social groups in need. It into AIA business activities, as well as the “lighter” side
contributes to national and international humanitarian of corporate life.
activities organized by Médecins Sans Frontières, the
“Make a Wish” organization, the Hellenic National At the end of 2011, our staff numbered 679 people under
Committee of UNICEF and “SOS Children’s Villages”. open-ended contracts, while during last year, 31 persons
(28 fixed term, 3 trainees), were seasonally employed
6.4 Employer’s Responsibility in order to cover workload, during peak periods and
replacement needs. The average age of our employees is
AIA remains committed to the continuous development 42 years with a high educational background. 31% of our
of its employees which is considered fundamental to the personnel reside in the local communities, reflecting our
company’s sustainability and success. With a reputation interest in the Mesogeia area.
of an employer of choice, we aim at attracting,
developing and retaining a committed workforce. We pay
competitive salaries and offer a fringe benefits package
supplemented by a pension scheme, a performance-
related incentive scheme and comprehensive training and
development activities. A direct result of our staffs’ sense
of loyalty and commitment is the low turnover ratio
(2%) and the productivity ratios (Revenues & ADF / FTE:
€533,107 vs. €567,625 of 2010, Passengers / FTE: 20,297
vs. 21,527 of 2010).
AIA views training and development as a tool to equip
its people with the knowledge, skills and competencies
required to succeed in their present jobs and to provide
the ground for continuous improvement and growth.
The 2011 AIA Training Plan involved 23.6 man-hours per
FTE, while 97% attended at least one training session.
We want all our employees to understand our values
(accountability, effectiveness, customer focus, respect
and team spirit) and to incorporate them into their daily
activities and decision-making processes; a training
program for the enhancement of “customer focus”,
was designed for and offered to all AIA employees.
This constituted the first phase of the customer-centric
project, which was initiated in 2011 and will be concluded
in 2012 comprising the entire airport business community
and aiming to make a difference in customer service.
Annual report 33
