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A
Corporate and social responsibility report
Annex III -
Being a responsible employer
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Worldline
2016 Registration Document
Worldline.
Learning Days are therefore occasions not to be missed within
Days”, and 600 employees attended the global webinars.
Worldline had more than 2,500 learners at the local “Learning
employees and/or managers; on a voluntary basis. In total,
according to their aspirations. The training is mainly given by
Employees could take part in the sessions of their choice,
Mentoring development programs
A.3.3.2.5
teams. The program has four priorities:
lasting between 6 and 9 months in France with 140 two-person
In 2016, Worldline launched an ambitious mentoring program
To boost the development of young employees;
●
within the Company;
To develop individual careers, reinforce internal mobility
●
dynamic;
To share our values, develop cooperation, and the network
●
intergenerational ties.
To
develop
interpersonal
skills and
strengthen
●
with digital technologies and social media. The aim of Reverse
collaborative tools, such as social networks and media.
provided by younger colleagues more used to working with
Mentoring is to improve their digital skills through support
In 2017, Worldline plans to roll out the Reverse Mentoring
employees with long careers and who are not used to dealing
program to more regions. It is intended for experienced
uses and advantages of digital technology for their profession
the program has helped mentees to understand the challenges,
eyes of younger people.
and to benefit from a fresh look at the organization through the
vision of the organization, developing their interpersonal skills
several different ways: gaining perspective through a wider
people who sign up to be mentors benefit from the program in
mentor/mentee teams for a period of six months. Younger
A pilot began in September
2016 in France with 30 two-person
through understanding a variety of issues, etc. On the flip side,
Career development
A.3.3.3
Career paths
A.3.3.3.1
functions, etc.
and functional expertise, project management, sales, support
promotion within different career paths: management, technical
Worldline offers opportunities to grow through vertical or lateral
Worldline Expert Community
. It was set up in order to further
In 2016, another new initiative was launched: the creation of a
capabilities and to improve innovation within the Company.
organization, to foster collaboration, to deepen technical
develop our technical talents and enable them to grow in the
contribute to Worldline’s strategy for selecting technology.
expertise and to identify the best technical resources to
been established to enable the experts to further deepen their
country and also at the international level. A framework has
experience within the various operational entities in each
initiative. The objective is to encourage the sharing of
Different areas of technical expertise are included in this
The Expert Community has been implemented in France,
UK and Latam in 2017 as well.
Germany, Belgium, Spain and APAC and will be launched in the
located in France.
Currently, 206 experts have been identified, including 141
PromotionwithinWorldline
A.3.3.3.2
discuss a Career Development Plan with their managers in order
career development. Worldline encourages all its employees to
to discuss objectives, opportunities and needs for individual
becoming an obvious and regular step on everybody’s agenda
every employee, Worldline ensures that “Career Talks” are
them develop their skills and employability.
functional and geographic mobility to its employees to help
This enables Worldline to offer internal opportunities for
to ensure made-to-measure training and development courses.
To better manage the career opportunities and development of
functions, etc.
and functional expertise, project management, sales, support
promotions in different career paths: management, technical
them career opportunities thanks to vertical and lateral
Worldline commits to develop its employees’ skills and offers
objectives Worldline has launched soft skills development
To help employees to reach their career development
programs.
programs such as mentoring, leadership trainings, and talent
benefits of performance management. Moreover, managers can
the employees every year to remind them of the expected
regular feedback. A full communication campaign is sent to all
has a performance management process in place that ensures
and objectives setting meetings.
attend webinars and trainings to help them to lead the appraisal
develop their skills and to reach business challenges. Worldline
Performance management is key to enable employees to
individual needs and define development plans.
meet with managers to drive personnel reviews to focus on
Each year different Human Resources Business Partners (HRBP)
Mobility
A.3.3.4
Internationalmobility
A.3.3.4.1
the process.
and its employees’ skills development and careers. This strong
international mobility as a key enabler for its business strategy
Worldline, as the Atos group, has always considered
mobility teams, and provide support for employees throughout
operational HR teams in this respect, work closely with the Atos
define and promote the mobility strategy, support the
International Mobility within Worldline whose mission it is to
commitment was illustrated by the appointment of a Head of