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CAPGEMINI: PEOPLE, CORPORATE SOCIAL RESPONSIBILITY (CSR) AND BUSINESS ETHICS
3.2 People and Talent Management
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Registration Document 2016 — Capgemini
People and Talent Management
3.2
can deliver their best and thrive. At the heart of our business culture lies our most important asset – our employees.
As a responsible employer, we care about the people that choose to work for us, and we aim at nurturing the environment in which they
Furthermore, our culture respects and values diversity.
Our priority is thus to ensure well-being at work, professional development, and to empower employees to excel in what they do.
scope and topics
3.2.1
HR and labor data. These sources are also used in this report:
Three sources of information are available to provide the Group’s
freelancers, independent workers, subcontractors, trainees) and
non actively working, excluding temporary agencies staff, individual
permanent headcount (permanent and fixed-term contracts including
December 2016. The scope of this data is Group-wide;
movements (hires/acquisitions/departures/turnover rate) as of 31
th
monthly or quarterly using common indicators, such as total
The Group financial reporting tool, which provides data reported
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of Group employees data are consolidated within this tool;
seniority, age range, gender and grading, whenever legal. 97%
with most local HR systems. It provides monthly statistics on
An internal Business Intelligence (BI) tool, which is interfaced
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are either qualitative or only needed annually.
A questionnaire collecting labor and societal indicators, which
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system encompasses the full learning catalog (on site and virtual
system accessible to all employees by simply registering. The
As for learning and development, the Group has implemented a
from the training offer via the system.
of the training delivered. In 2016, 99% of the employees benefitted
courses, webcasts, videos…). It enables monitoring and tracking
in this report as, based on our analysis, they are declared relevant
Article R225-105-1 of the French Commercial Code are covered
it is specified in the corresponding paragrahAll labor aspects of
provides it. Whenever an explanation on methodology is required,
for our business.
methodology is necessary, the paragraph below the table
corresponding data are excluded. Whenever an explanation on
the quality of data and in case of doubt or inaccuracies,
Consistency checks and trend analyses are performed to ensure
A challenging Talent environment
3.2.2
Strategic directions
terms, this means we need to develop, appraise and promote our
and constantly changing technology and consulting needs. In HR
Talent capabilities to support our clients in answering their rapidly
Our Group Human Resources (HR) priority is to build the collective
business contribution by:
growth. The Human Resources function continuously improves its
sourcing the skills required to fuel our business ambitions and
talents in order to boost employability and engagement, while
to serve business needs;
Managing ad hoc recruitment and induction processes in order
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specific needs and expectations;
career paths, taking into account employees’ diverse profiles’
development, thus deepening their professional experiences and
means to manage employees’ career progression and
Creating and making readily available all the appropriate levers
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constant adaptation to a changing work environment, bringing
personal employability for a sustainable performance enabling
Providing employees with the means to develop and strengthen
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ad-hoc support to mobility, virtual working and learning;
Maintaining employees’ safety in all circumstances.
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Recruitment
candidate’s cultural fit with Group values;
and skills to make sure they fit our business needs, and the
Every new recruit is carefully assessed in terms of competencies
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Nearly 40% of recruits are young graduates; accordingly, we
schools and universities to make Capgemini an employer of
have pursued and reinforced our partnerships with major
choice;
gender balance goals;
committing to support Capgemini in attaining its diversity and
signed the Group diversity charter (in place since 2013), thus
gender mix, and most of our internal and external recruiters have
Our external recruits and internal promotions are tracked for
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different abilities;
We pursue our policy regarding the employment of people with
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reach the talents in the labor market globally.
and is a prominent user of digital channels such as LinkedIn to
Lastly, Capgemini adapts to the evolving recruitment practice,
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