About us

People at the heart of the group

People and people management are at the heart of our Group. With company roots dating back some 150 years, it is a major challenge to pass on corporate culture and values to hundreds of newcomers per year. For those who have stayed with us for many years, extended vocational training, refreshing courses and management seminars are essential tools of what the EU Lisbon Summit Declaration has called ‘lifelong learning.' In the war for talent, DEME is looking for the very best professionals. Since people are our best asset, far-reaching programmes have been developed as an introduction for starters, for acquiring or refreshing vocational skills or for detecting and stimulating leadership capabilities among young professionals.

At the end of 2008, our Group employed some 3700 people. Their backgrounds are on the five continents, making DEME a truly multicultural group of companies. The number of staff and crew have grown in a spectacular way, along with the business. We have welcomed no less than 1000 newcomers over the past four years. This has created enormous challenges. We have a young and enthusiastic workforce, yet no one is born or was graduated as a dredging professional. Vocational training is essential. Even more important is to pass on corporate values to the younger generation. DEME corporate culture has always been characterized by a very strong work ethic, including a lot of flexibility and adaptability.

Training to create cohesion

It is our mission to build strong ties of cohesion between newcomers and experienced staff. In addition, we want to find a balance between local cultural backgrounds and traditional values in our Group. Finally, technological innovation and geographic expansion requires permanent learning. However, we don’t just focus on technical training. Attitude-training and awareness for the exchange of information are important concerns just as well. To this effect, a variety of training opportunities are offered: traditional class teaching with interaction of all participants, training by simulation, e-learning and corresponding courses.

Simulators: training in virtual reality

Times have long gone that on-the-job training was the common standard. On board or on site, we just don’t have the time any more for personalized training. In addition, professional risks have increased and the responsibility of some operators is enormous.

We strongly believe in the use of simulators for training purposes. Yes, there is a very serious initial investment. But you can practice the theory that was taught. And although the environment is an artificial one, the most often heard comment of sometimes sceptical participants is: ‘It’s almost real.’

We currently offer several opportunities for training on simulators. Sailing practice is learnt on the ‘Full Mission’- simulator of the VDAB training centre in Zeebrugge. In our training centre at Lambersart in France students can optimize their skills on a cutter simulator. As from mid-2009 an engine room simulator will be available at the Maritime Training Centre in Zeebrugge. In the past years we have gained a lot of practical experience with these simulators. A team of experienced professionals from different backgrounds is supporting this kind of vocational training.

Training tools work as a valuable cocktail

Our e-learning programme is a very fine example. Beginning 2009, we started up a module ‘cutter heads’, allowing studying at different places and at various pace. In between chapters, small tests are organized before you are allowed to continue with the next module. If we receive positive feedback, this new learning method may be extended to other modules. Another example is the DEME Navigator, an ideal platform for self tuition from a distance. It is very popular for training programmes like Basics4Starters and DEME 2020. Since keeping learning documentation up-to-date is quite a challenge, a platform like DEME Navigator is a useful tool. It allows to find updated versions of courses that were previously followed. Sometimes didactic material is passed on by way of a cd-rom or a dvd. This was the case at a 2-day training on ‘Managing Contracts under FIDIC’, organized by Trent Consulting.

Basic4Starters:
Introduction and familiarization courses for newcomers

A 3-day introduction programme for newcomers, Basics4Starters, has been organized for three years now. After six months in service, this course is offered to all staff and crew. During this seminar, participants are given an intensive insight into DEME structures and operations, internal communication and reporting tools. In addition, opportunities are offered for networking and meeting management.

DEME 2020:
targeting future project and area managers

An intensive coaching and training programme is organized for high potentials who are willing to fully commit themselves for a career on site. The programme covers three main themes: people management, contracts management and business management. In practical terms, these three themes are presented in a 12-day training, offered in cooperation with Flanders Business School. In addition, a 2-day training on managing contracts under FIDIC is organized; there is a regular opportunity for the exchange of information and networking; and particular attention is given to an intensive, polyvalent coaching and feedback of all participants on different project sites. In 2008, a first group of 14 people has followed this training path. In the eyes of the participants, the programme was both instructive and useful: “an eye opener.”

Seminars and in-house training courses:
a powerful internal communication tool

Our Project Management Team seminar has been very successful. It brings project managers and site administrators together for a broad discussion on their role, mutual co-operation, and a critical exchange of views with regard to their job content and their concerns. In 2008, two Project Management Seminars took place. A similar success can be noted for our Area Management Team seminar, of which equally two were organized (with a presence rate of no less than 98 %). During these 2-day meetings, an update is presented of the corporate vision and strategy as they are put in practice in the different areas of our Group.

Since there is no scholarly education in dredging, we attach great importance to advanced training. We stimulate young staff to obtain a certificate from the Dutch VOUB/VOUK training courses: both for advanced execution of dredging and for coastal defence. In addition, we organise in-house preparatory courses for these VOUB/VOUK certificates. DEME staff who would like to obtain or refresh technical knowledge are also eligible for following these courses.

Safety training: a top priority

We have experienced that safety training packages directly influence safety results. A great variety of safety packages is offered, with two new initiatives in 2008. As the DEME safety policy has been focused on Belgian legislation so far, we have now developed a course that includes other countries as well. A common base for an on-site safety policy is an important trump indeed. Another first was the organization of a specific course for heavy equipment operators. Certification of these people seems to be simple logic, however until recently no operators license was needed for working with the heaviest earth moving machines. This has now changed, and in 2008 some 90 operators in Belgium received their ‘driver’s license.’ This safety programme will be extended to all our sites abroad.

'Belgian Top Employer' once more!

Improving the work atmosphere is a permanent concern. We are proud for having been nominated ‘Belgian Top Employer’, already for the second time. The award is a recognition for our labour conditions, our positive corporate culture, our training opportunities, and our advancement and promotion opportunities. DEME has also assigned an external consultant for listing up views and opinions with our staff. The idea was to identify strengths and weaknesses in our HRDpolicy. The results of this survey have been translated in several improvement projects which are currently been implemented. We anticipate a similar survey in 2010.

D.R.I.V.E. and Lean Six Sigma (L6S)

In the middle of 2008 an overall D.R.I.V.E.-programme was started throughout the entire DEME Group. DRIVE is a clever acronym that stands for “DEME’s Resolve on Innovation and Value Engineering.” This initiative is based on two principles: The Six Sigma principle and the Lean principle. Both optimization principles are best applied to recurring actions.

This ambitious programme aims at increasing productivity and decreasing cost in a systematic and structured way in combination with innovative and problem-solving thinking.

In order to take up this challenge, DEME chose to implement the ‘Lean Six Sigma’ (L6S) methodology. This process improvement programme is a combination of the ‘Lean’ methodology, which aims to eliminate non value adding activities and the ‘Six Sigma’ methodology that tries to reduce variability. The best of both worlds makes a process run faster, cheaper whilst not cutting back on quality. L6S, in contrast to many other process improvement strategies, offers a structured methodology to detect, execute and followup improvement projects.