About METRO Cash & Carry Croatia

In 2001, METRO Cash & Carry began its business in Croatia by opening the first store in the capital of Zagreb. Today, the company has over eight wholesale stores with over 1,200 employees country wide. After 15 years of doing business in Croatia, METRO Cash & Carry has established itself as one of the most successful companies on the market, which can be seen in the constant increase in the number of new customers and business partners. In METRO Cash & Carry Croatia we are focused on developent and personal growth of our employees. We value diversity and equal opportunities while encouraging entrepreneurial spirit and innovation.

Facts & Figures

Industry Consumer Good and Services, Food and Beverages, Retail
Number of employees 1200
Number of active countries 1

The Research

Certification is only awarded to the best employers around the world: companies that demonstrate the highest standards of employee offerings. The Top Employers Institute’s research assesses all critical areas of the Human Resources environment, certifying organisations that can demonstrate they are continuously optimising employee conditions and leading the way in the development of their people.

The employee offerings of METRO Cash & Carry Croatia

This is a selection of the Employee Offerings that this company offers to (some of) its employees.

Career and succession management

  • Job rotation
  • Training programme
  • Mentoring
  • Coaching
  • Special assignment
  • International mobility (expatriation or short-term assignment)

Learning and development programs

  • Graduate development programmes/traineeships
  • Job rotation programmes
  • International exchange programmes
  • Competency-based training programmes
  • Coaching programmes
  • Mentor programmes
  • Peer support programmes
  • Soft skill training programmes (e.g. feedback, time management, communication)
  • On-the-job training
  • Conferences/congresses/seminars (internal/external)
  • Workshops (internal/external)
  • Online training programmes (always available)
  • 180- and/or 360-degree feedback
  • (Peer) coaching
  • Mentor groups
  • e-Learning (module)
  • Coaching
  • Simulations and learning games
  • Communities of Practice
  • Collaborative Learning Experiences (e.g. Action learning group/Team-based learning)

Communication Channels

  • Formal sessions (e.g. one-to-one meetings between employee and manager)
  • Works councils
  • Employee surveys

Compensation and benefits

  • Salaries
  • Variable compensation
  • Pension
  • Long-term incentives
  • Secondary benefits
  • Year-on-year evolution of total rewards
  • Shift premiums
  • Subsidy Medical Insurance
  • Overpay

Flexible Working Conditions

  • Part-time working
  • Sabbatical/career break
  • Time off in lieu (TOIL)/Time-for-time
  • Reduction in company travel
  • Special leave for parents (above legal requirements)
  • Take your family/child to work day
  • Bringing a child to work (in emergency)
  • Onsite nursing/feeding/mothers’ room

Onboarding Activities

  • Pre-Employment package (after contract is signed)
  • Step-by-step On-boarding programme (hard copy or online)
  • Employee handbook that specifies HR policy and regulations (hard copy or online)
  • Use of internal/external social media (networks) to chat with current employees
  • Meeting with HR to explain procedures
  • Check-in meetings at specific intervals
  • Meeting with manager regarding job role, tasks,expectations
  • A role-specific introductory training programme
  • A buddy is assigned to the new employee
  • A mentor is assigned to the new employee
  • Post-hire assessment
  • Announcement/introduction by management
  • A tour around the organisation
  • Meeting with CEO/Executive Management
  • (Social) Networking events for new employees
  • Internal social media (network) experience sharing
  • Team lunch/dinner
  • Induction course (covering the organisation’s mission,vision, values)
  • Code of Conduct
  • Safety policies and instructions
  • Follow-up session one year after joining

Networking Activities

  • Sports events (e.g. sports day)
  • Organising weekly drinks or other social event (by staff association)
  • Online chat/instant messaging
  • Personal online profile/social media
  • Seasonal social events
  • Special informal sessions with Executive Management

Secondary benefits

  • Laptop
  • Mobile Telephone
  • Telephone allowance
  • Car/travel allowance
  • Company car
  • Entertainment allowance
  • On-site parking

Well-being programs

  • Safety programme
  • Stress management
  • Time management
  • Ergonomic support
  • Health & Safety officer/manager
  • Confidential adviser
  • Maintaining salary level above legal requirements
  • Maintaining employee contractual rights above legal requirements
  • Fitness centre membership subsidy/reimbursement
  • Wellness programmes
  • On-site flu vaccinations