Saint Gobain - Registration document 2016

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4 AN EFFICIENT AND RESPONSIBLE GROUP
3. A Group that is committed to the professional growth of its employees
86 SAINT-GOBAIN - REGISTRATION DOCUMENT 2016
possible to ensure the regularity and quality of dialogue with
employees. Individual interviews are held at least once a year
for management and take place regularly among all
employees.
and fed into the progress plans and action plans to increase
employee commitment. More individually, Saint-Gobain has
introduced an annual interview procedure which makes it
employee commitment, effective implementation of the
managerial referential (new SG Attitudes), the Group’s
attractiveness in the choice of professional paths and, finally,
trust in the future. The results of these surveys are analyzed
and repeated every 2 years. The questionnaires are adapted
to the local or regional context and include 7 recurring
questions on managers’ understanding and acceptance of the
Group’s strategy, the sharing of corporate values, leadership,
responsibility of the General Delegations. These surveys by
country or region are conducted in a coordinated manner
countries in which the Group is established under the
In order to measure employee commitment, satisfaction
surveys are conducted among managers over all the
part in any training in the management school. Saint-Gobain
also submits its human resources practices to the Top
Employers Institute every year.
Finally, with the external partners, Saint-Gobain has
developed a 360° assessment tool. This tool is available on
request for any manager and is compulsory before taking
countries, from an additional amount. In France, to encourage
a team spirit and to associate each person with the success
of the Group, Saint-Gobain favors the conclusion of collective
profit-sharing agreements.
Saint-Gobain shares benefiting from a discount and, in some
becoming shareholders under preferential conditions. The
Group Savings Plan (PEG) enables them to acquire
defined by the General Delegations in each country and
activity sector based on the market conditions. The
companies then draw up their wage policy. At the same time,
employee share ownership offers employees the possibility of
Regarding compensation, the basic salary standard are
of establishment.
cover to everyone. The Group wishes to continue this
measure for the social protection systems, in all its countries
by mutualizing plans and benefits in order to offer common
Saint-Gobain also seeks to offer its employees health cover
enabling them to obtain effective protection against the
uncertainties of life. In France, social policy on health and
pension expenses has been harmonized for all the companies,
views on the strategy and local challenges. In France, besides
the numerous meetings held within the companies in
particular, the Chairman and CEO of Saint-Gobain chairs the
Group Committee (the authority representing employees at
To address social issues specifically, dialogues are held and
applied to local priorities. The Group’s General Delegates
periodically meet employee representatives to exchange
specific training to perform their role.
acts as spokesman for the Convention, who benefit from
European industrial sites. These subjects are raised in
particular by the members of the Select Committee, which
European countries annually. With the aid of an independent
expert, this Convention makes it possible to supplement the
national dialogue by dealing with subjects of common
interest such as safety or the trend of employment on
Group level in France) and hosts central union coordinators
at least once a year. At European level, the Chairman and
CEO chairs the Convention for European Social Dialogue
which brings together 70 union representatives from 27
section 4.1.2).
with retraining, assistance for geographic mobility or support
for the execution of a personal project, such as the creation
of a business. In France, the Saint-Gobain Development
structure provides this supporting role (see chapter 4,
affected by workforce adjustments benefit from personalized
support programs which may result in training associated
the Group. When restructuring is inevitable, the employees
aim is initially to reorganize to deal with situations on a
temporary basis, as in the case of temporary lay-off, or to
favor internal mobility agreements which, associated with
incentive measures, make it possible to maintain jobs within
In an uncertain economic context, Saint-Gobain is committed,
as far as possible, to implementing solutions to safeguard
employment and only to making job cuts as a last resort. The
energy efficiency improvement program for Saint-Gobain’s
tertiary buildings, based on concepts of working comfort and
conditions (see chapter 2, section 2.3.2).
balance. Saint-Gobain also wishes to guarantee preferential
access to the Group’s products and solutions, particularly by
creating training in the techniques of laying and assembling
products. The same applies to the CARE:4® extension, the
health and working conditions. Saint-Gobain thus favors
flexibility and telecommuting in order to create a motivating
and engaging work environment, respectful of the work/life
In order to develop a feeling of belonging among employees,
Saint-Gobain relies on a certain number of measures that aim
to make the Group a company of reference in terms of safety,
Develop talent 3.2.4
cross-functional.
reference, known and recognized for the wealth of the career
paths offered. It involves taking into account individual wishes
and the requirements of the organization, offering adapted
developing paths, whether individual or collective, specific or
Saint-Gobain’s ambition is both to grow the skills and
know-how of its employees while still ensuring excellence in
each of its businesses, but also to be an employer of