53 / 198
2015 CORPORATE SOCIAL RESPONSIBILITY REPORT (CSR)
4
WORKING CONDITIONS AND RELATIONS: A PEOPLE-FOCUSSED APPROACH
4.5
WORKING CONDITIONS AND RELATIONS:
A PEOPLE-FOCUSSED APPROACH
4.5.1
DEVELOPING HUMAN RESOURCES
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.
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.
2015 NEWS
●
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.
●
Set-up of an International Mobility Flash.
4.5.2
HEALTH AND SAFETY
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
53
ASSYSTEM
FINANCIAL REPORT
2015