human ressources plan
TRANSCRIPT
Human Resources Plan 21 March 2012
Communication
Pedagogical tools
Events
Breakfasts for customers
Speak up breakfasts
for employees
HSE
Operational development to
decrease industrial injuries
Operational follow up to decrease
industrial injuries
Advice for improving
work conditions
Transfer and follow up
of legal obligations
Ethic code
Societal actions
Sourcing
Hiring process
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Organization chart
Level 4 : Expert
Compensation scaleUnions and personnel
representatives meetings
Sustainability
Employer marketing
Careers managementJob management Performance management Compensation managementUnions representatives
personnel relations
Job description Salary review plan Social climate survey
Performance assessment
Skills profil Level 1 : Discovery Variable part plan Legal files
Potential evaluation
Bonus scheme Mandatory yearly negociations
Career path Level 3 : Master Profit sharing
Results analysis
Skills ladder Level 2 : Apprenticeship
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Human Resources Plan 21 March 2012
Intranet
Trainees
Sustainability
Employer marketing
Ethic code
Societal actions
Breakfatss for customers
Speak up breakfasts for employees
Local administrations relationship Professional organizations & Schools partnership Diversity event
07/12/2012
170 people Employees, customers, suppliers
Apprentices Target : 5% Workforce
United nations Global Compact
Human Resources Plan 21 March 2012
Human Resources Plan 21 March 2012
Job management
Skills profil
Career path
Skills ladder
Job description
Organization chart
The right person in the right job
The branch jobs are described
Which skills for what job ?
skills are evolutive and growing accordingly to the jobs
Human Resources Plan 21 March 2012
Results analysis
Performance management
Performance Assessment
Test for technical skills and behaviour skills
Assessment center to help decision in case of change or recruitment
Annual Performance Review
Human Resources Plan 21 March 2012
Potential evaluation
Careers management
Sourcing
Hiring process
Level 1 : Discovery
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Level 2 : Apprenticeship
Level 3 : Master
Level 4 : Expert
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To share the knowledge The development of the company is based on the good and right service to the customer. Good behaviour and high technical skills are essential in building merchant . "Training doesn't happend by chance, it is a necessity that we share and we must decline into actions". this sloggan is based on the "learning"company : how to see, developp and transfer the knowledge inside the company.
• Discovery program : This training course takes place during the trial period to put the employee in a position to start a job. It is in part facilitated by tutors . The aim is to understand the activity of the company, the missions and challenges of his profession, to understand and apply the basic procedures.
• Apprenticeship program : This training course takes place during the year following the trial period and allows the employee to take a position with the company. It is run by the Occasional Internal Trainers (FIO) . The goal is to have an understanding of the procedures relating to his job and to achieve a level of versatility and autonomy: knowledge of all the functions with support for complex tasks.
• Master program : This training course takes place during the second year. It allows the employee to specialize and develop autonomy in their job. It can be driven by internal or external staff. The objective is to achieve the skills to analyze and synthesize the needs and requirements of internal and external customers and to respond appropriately.
• Expert program : This course provides training to acquire or maintain proven skills . It is entirely taken care of by the Occasional Internal Trainers. Proven competency allows him to work well, including in an unstable working environments, while continuing to innovate and train.
• 4 training programs will follow each new employee as soon as he/she joins the company.
3 questions : + What can the applicant do ? + What does attract the applicant in the job ? + How does the applicant use his/her skills ?
3 questions : + What can the employee do ? + What does attract the employee in this job ? + How does the employee use his/her skills ?
In house training program : 50 internal trainers - 50 key people sales managers in the process -10 campaigns (= 10 months )- 80 trained sales people - 10 films + 10 Sloggans + 10 "Pro" advices + 10 Quizz
Sales School
Formation H Formation H
Comprendre l 'entreprise 4 Comprendre l 'entreprise 4
Ayons le bon réflexe cl ient 14 Ayons le bon réflexe cl ient 14
Les produits et leur uti l i sation 10 Les produits et leur uti l i sation 10
Total parcours apprentissage 28 Total parcours apprentissage 28
Commercial Conseil Atc
Formation H Formation H
Stratégie d'entreprise 4 Stratégie d'entreprise 4
Les produits et leur uti l i sation 10 Les produits et leur uti l i sation 10
L'approche financière d'un CP 7 L'approche financière d'un CP 7
Droit Socia l expl iqué aux managers 7 Droit Socia l expl iqué aux managers 7
Manager 28 Manager 28
Manager dans la sécuri té 7 Manager dans la sécuri té 7
Rse 4 Rse 4
Total parcours apprentissage 67 Total parcours apprentissage 67
Manager Agence Adj Manager Agence
Formation H Formation H
Stratégie d'entreprise 4 Comprendre l 'entreprise 4
Accuei l l i r et servir les cl ients 8
Les produits et leur uti l i sation 10 Découvrir les produits 10
Gérer des s tocks 21 Réceptionner phys iquement 7
Réceptionner informatiquement 14
Manager 28
Manager dans la sécuri té 7
Total parcours apprentissage 70 Total parcours apprentissage 43
CaristeContremaître De Cour
Human Resources Plan 21 March 2012
Unions
2
3
Agreement about job penibility
Agreement about Female and Male equity
Agreement for senior employees
About salary increase, work conditions, working time
legal files
Mandatory annual negociation
Social climat survey
Unions and representatives
personel relations
Health safety committee
8
6Meeting
12
10
8
10
Works councilEnmployee representatives
Representatives