Our commitment to employee development is multifaceted. From our global leadership and international management programs to our scholarships and online training courses, we work to foster our employees' growth at each stage of their career. We also encourage our employees to take international assignments. Today several hundred managers —at many different levels— are working outside of their home countries. These assignments not only further the individual participant's growth, but also facilitate the exchange of best practices and the development of our shared corporate culture.

CEMEX Learning is an initiative that allows CEMEX employees to plan and undertake a variety of courses and learning opportunities at their convenience. Available to 17,000 employees, this learning management tool offers training on many different topics from CEMEX fundamentals and processes to leadership skills. More than 600 courses are available in different languages

Performance and potential assessment (P&PA) is the process that we use to measure employee performance and development within our organization. It is based on the identification of goals and objectives that are expected to be achieved in a year; the development of key CEMEX competencies; and the analysis of employees' potential. The system directly links our employees' day-to-day activities, characteristics, qualities, and maturity with our company's business strategy and, thus, reinforces our organization's growth, values, development, and mission.

Scholarships are provided to employees who demonstrate outstanding performance and high potential. We offer the financial support necessary for employees to cover their tuition and basic needs during the time they remain enrolled in full-time graduate studies at top global institutions that fulfill our quality criteria, offering excellence in business administration and other technical subjects.

• 162 scholarships: 1992-2007

Professionals in Development (PD's) is a year-and-a-half, rotational program aimed at recent high-potential college graduates who wish to actively advance their professional future at CEMEX. Upon graduation, trainees develop real-life experience through projects in each one of CEMEX's different functional areas. PD's are ready to undertake challenging responsibilities in a new position. Applicants must be fluent in two languages, including English and their native language, and rank in the top 15% of their class; international experience is desirable.

• 9 classes: 1998-2006
• 739 employees enrolled: 1998-2006

CEMEX International Management Program (CIMP) is designed to provide participants with a strong foundation in the business concepts, frameworks, and tools essential to succeed in today's competitive world; develop participants' teamwork and execution capabilities; and broaden participants' networks in CEMEX. Participants attend courses at world-renowned universities, complete a series of online courses, and develop a project that challenges them to produce tangible benefits for CEMEX. Only a select group of executives is chosen annually for this program. Partners include INSEAD, Stanford, and ITESM.

• 9 classes: 1998-2007
• 598 participants

Global Leadership Program (GLP) is an institutional talent-development program that is targeted at top executives who will assume leadership positions in CEMEX. The program's objectives are to:

• Strengthen our culture and serve as a source of competitive advantage through effective leadership
• Provide participants with the change-management skills necessary to support CEMEX's innovation and adaptability to new business contexts
• Accelerate the readiness of executives with the potential to assume top leadership positions
• Retain and motivate key talent
• 4 classes: 1998, 1999, 2002 and 2007
• 128 graduates