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STRATEGIC DRIVERS FOR SUSTAINABLE GROWTH
2. Continuing the Group’s digital transformation
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SAINT-GOBAIN
- REGISTRATION DOCUMENT 2016
USING DIGITAL TECHNOLOGY TO TRANSFORM HR PROCESSES
2.2
relating to new employee recruitment and induction, tools for
training and internal mobility.
Digital technology is also changing interactions within the
redesign and optimize Human Resources (HR) processes
Group. The shift to digital provides an opportunity to
Using new networks to improve
2.2.1
mobility
recruitment and promote internal
digital technology in its recruitment processes: more use is
Saint-Gobain is making increasing use of social media and
enabling specific skills to be identified and new talent to be
being made of professional social networking, and Big Data is
hired.
competition for all the Group’s recruitment professionals, in
In 2016, Saint-Gobain launched a worldwide, four-month
digital head-hunting and sharing good in-house practice.
partnership with LinkedIn, with the aim of strengthening
Recruiter Index. This indicator measures Saint-Gobain’s
Every participant was competing for the highest LinkedIn
talent, engaging with candidates and managing the talent
effectiveness in building its employer brand, finding top
pool.
invited to check and apply for job vacancies within the Group.
This platform was developed and rolled out in the General
introduced the OpenJob platform, where all employees are
Delegations.
Saint-Gobain also promotes internal mobility and has
employee induction, training
and awareness
Using digital technology for
2.2.2
has been a particular emphasis on training in the use of digital
technology, with e-learning and classroom-based sessions
arrive at Saint-Gobain, while e-learning and MOOCs on the
Boost! Platform are open to all employees. Since 2015, there
available to all employees.
employees are provided with online training as soon as they
The Group is also developing new tools to train its
employees, both new and existing, in a number of skills. New
collaborative effort, the application is aimed at all
Saint-Gobain Weber employees.
take appropriate corrective decisions. The result of a
Saint-Gobain Weber’s mobile application, WeberKehs, has
been rolled out in Brazil, France, Italy, Portugal and Spain and
Digital technology is also playing a role in staff safety.
improves employee safety via video-assisted system. The tool
can be used to identify and evaluate risks in real time and
Fostering interaction and
2.2.3
data-sharing within the Group
and data-sharing in this way by encouraging access to online
platforms.
The transition to digital is making it easier for Group
employees to interact. Saint-Gobain promotes information
communities.
discussion groups, solve a problem together or share
documents and ideas. Employees also use it to share their
good practices. They come from all over the world and all
Group businesses to look for information, contribute to
engineering, research, finance, marketing and even gender
diversity discussion groups interact within their online
respective experience within the Group. Each and every day,
numerous employees from purchasing, production
set up in 2011 and has since been developed. The platform
makes it easier for employees to exchange information and
A collaborative company social network, MySaintGobain, was
add to them. An easy-to-use interface open to all users allows
data to be retrieved or automatically read into another
macro-economic indicators from the OECD, and safety
indicators available for use by all employees, who can also
application.
The Group Information Systems Department’s “Open data for
Saint-Gobain” initiative makes ready-to-use data sets,