302 / 354
A
Corporate and social responsibility report
Annex III -
Being a responsible employer
302
Worldline
2016 Registration Document
and clients.
within Worldline cover international projects, the organization of
mobility opportunities. Opportunities for international mobility
its employees’ exposure and readiness through a wide range of
To anticipate this development requirement, Worldline ensures
strives to reach a level of flexibility to better serve its business
processes are designed to support this strategy as Worldline
talent development programs. Worldline’s policies and
multi-country teams, the implementation of offshoring, and
India and expatriate positions. For 2017, the mobility teams are
countries targeted by Worldline, local contracts with Worldline
the CVs of students looking for an international assignment in
between Business France and IM, information meetings, sharing
International Student Contracts (VIEs) thanks to a partnership
In 2016, projects made it possible to put in place: Voluntary
VIE program and develop a toolbox to facilitate the processes.
to develop the international experience of new hires, boost the
working on the development and launch of a Graduate Program
Geographical and functional mobility
A.3.3.4.2
opportunities, and the My Mobility Community was created in
Community was created on blueKiwi to facilitate access to the
discussions, the Global Worldline Mobility & Recruitment
every month. The Job Café was launched to facilitate direct
this end, newsletters containing the opportunities are published
and transparently communicate about all the opportunities. To
Worldline also intends to develop a culture of internal mobility
around the world.
the Atos group to publicize all open positions in the Atos group
Other projects have been realized like the Internal First Program
Place.
talented people and the implementation of the Talent Market
which aims to ease the staffing of high potential positions by
Training and Education]
Talent development
[GRI 103-2
A.3.3.5
strategically owned and managed by the employee and the
motivational factor for people-driven career management,
Company together.
management. Developing soft skills as well as technical
Worldline believes in talent development and career
knowhow and opening new creative talents are indeed a strong
potentials and to follow local executive members for a day as a
to have regular interactions within this group of young
mini-management program, to be guided by a personal mentor,
unique learning-on-the-job project.
gives young potentials the opportunity to follow a
Worldline Belgium developed in 2013 and spread over 2 years,
other junior career development programs. The latest program
well as local programs such as: Transconstellation, Lead!, and
for Managers, Gold for Experts and Junior Group Program as
employees to follow international development programs: Gold
Within Worldline the opportunity is also given to talented
build and follow up on individual development plans.
– to include them in key positions succession plans but also to
with high potential for growth or with business critical expertise
local level. The goals are to identify Talents – top performers
on a global level for the N-2 and N-3 population as well as on
performance, Worldline is rolling out a Talent review every year,
In order to reinforce and renew its talent base and business
development in order to achieve goals. A new initiative in the
discusses their current role, career aspirations and the needs for
The Talent Manager gets in touch with the Talents identified and
Talents are shared and discussed on a regular basis. Goal is to
Place. Critical job opportunities as well as the curriculum vitae of
talent management domain is the launch of a Talent Market
positions of the Group;
terms of career path and priority for the most critical
accelerate their development and to give them visibility in
Maximize talent visibility, boost their mobility internally and
●
internally, aligned to business strategy.
stronger pipeline of ready high potential successors
the right talent in the right job at the right time and build a
Support business success today and tomorrow by putting
●
programs include:
their actions and make their career growing fast. These
to Talent development to help them in becoming best in class in
Worldline talents are following Atos group’s programs dedicated
The Juniors Group;
●
Gold for managers;
●
Gold for experts;
●
On the job experience.
●
The Juniors Group
A.3.3.5.1
performance.
projects that contribute to Worldline’s global business
international colleagues, as well as real work on innovative
sessions, networking opportunities with top management and
40 members thanks to a combination of personal development
Group mission is to develop the best individual potential of its
self-organized, international, cross-functional circle. Juniors
Part of Worldline Talent management, the Juniors Group is a
group, which includes eLearning, eBooks, and courses, provided
A dedicated curriculum has been designed especially for this
members.
information and knowledge with previous Juniors Group
afterwards becomes part of an alumni network to keep sharing
becomes a member of the Juniors Group for 18 months and
experience. Once someone passes the assessment, he/she
by external experts during meetings to boost learning
which includes 2 women.
Worldline participants are currently part of the Juniors Group,
With respect to the number of slots attributed to Worldline, 4