Assystem - 2015 Registration Document

2015 CORPORATE SOCIAL RESPONSIBILITY REPORT (CSR) WORKING CONDITIONS AND RELATIONS: A PEOPLE-FOCUSSED APPROACH

4.5 WORKING CONDITIONS AND RELATIONS: A PEOPLE-FOCUSSED APPROACH

4.5.1

DEVELOPING HUMAN RESOURCES

Assystem has set itself the objective of streamlining mobility processes by improving the visibility of positions vacant within the Company, the identification of employees’ individual aspirations and the overcoming of any obstacles. Mobility is led by dedicated employees within the Human Resources Department, who strive to ensure these objectives are achieved. The Assystem Institute plays a key role in facilitating employee mobility by providing training courses adapted to individual career paths. ● Today the Assystem Institute is divided into six entities: the Assystem Nuclear Institute, the Assystem Aerospace Institute, the Assystem Automotive Institute, the Assystem Systems Institute, the Assystem Project Management Institute and the latest addition in 2015, the Assystem Life Sciences Institute. ● In 2015, Assystem Management decided to take the Group to another level to achieve its ambitions in terms of human capital development by having an overall, optimal medium-term vision of the Group’s skills. The aim is to simultaneously identify, assess, promote, protect, adapt, transmit and develop talents within the Company. This skills management strategy developed and led jointly by the Technical Departments and the Human Resources Department is based on a centralised dynamic tool shared throughout the Group called SWAP (for Strategic Workforce Assystem Planning), which also enables employees to be active players in their career path. 2015 NEWS Preventing and anticipating current and future risks Health and safety in the workplace are priorities for the Group which pays particular attention to preventing the most serious risks. Assystem has set itself the objective of reinforcing its practices in the area of Occupational Health and Safety (OHS) by deploying Health and Safety management systems aligned with international standards, such as OHSAS 18001. This applies to all the most exposed sites, initially in Europe, in order to optimise management of Health and Safety risks and improve working conditions. At present roughly 20% of the Group’s workforce are covered by OHS certification. The objective is to achieve coverage of 35% of the workforce by 2018. Over the years, Assystem’s business activities have tended to include more engineering projects comprising general contracting and prime contracting support, particularly in the nuclear sector within which Assystem, as the leading independent nuclear engineering firm (ENR 2015 Ranking), is duty-bound to play a ground-breaking role. This business development, together with the ever-more stringent requirements of clients and the French Nuclear Safety Authority, led ● Set-up of an International Mobility Flash. 4.5.2 HEALTH AND SAFETY

Supporting young people Providing opportunities to young graduates and supporting the careers of talented young people are key commitments for Assystem. The Group has set itself the objective of recruiting roughly one quarter of young graduates; they represented 27% of new hires in 2015. In all countries where the Group is present, integration programmes and development plans have been set up to support new hires taking their first steps in the Company. It is for this reason that the Leo programme was created in France in 2012. Every year 100 interns work for Assystem and benefit from a specific induction and tutoring system. 70% of the Leo programme interns are hired after their work placements. In Romania, where the workforce increased during 2015 from 586 to 808 people (up by 40%), different induction programmes are proposed lasting 1 to 2 months, depending on their activities, to help new hires understand the Company’s policies and organisation, its technical projects and its working methods. Providing training today to meet the needs of tomorrow Developing and constantly upgrading skills and giving our people the keys to success are vital for guaranteeing the long-term excellence of our savoir-faire. The Group’s objective is to offer all its employees a training path according to their skills, adapted to their missions and to the needs expressed by the client – Company – employee trio. The Assystem Institute is Assystem’s in-house training centre. Originally created in 2009 to facilitate employee mobility from the Automotive to the Nuclear sector, its purpose is to organise skills acquisition paths, enable employees to progress, update knowledge according to technological advancement and guarantee transfer of knowledge between generations. Other training facilities exist, particularly within the Assystem Training Lab, to contribute to professional development of teams: remote training modules (e-learning), the “buddy” system, mentoring, external training courses, etc. are made available to training managers to assist managers and employees in implementing the training plans reviewed every year at ad hoc interviews. Promoting internal mobility The large number and wide variety of positions available within the Group’s different business sectors and geographical locations are a particular asset as they are able to offer employees motivating career prospects. Mobility – whether it be promotion or moving to a new sector or even a new country – is encouraged as the system helps employees to continuously progress and also achieve sustainable employability.

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FINANCIAL REPORT 2015