Saint Gobain - Registration document 2016

3 STRATEGIC DRIVERS FOR SUSTAINABLE GROWTH 2. Continuing the Group’s digital transformation

2.2

USING DIGITAL TECHNOLOGY TO TRANSFORM HR PROCESSES

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

has been a particular emphasis on training in the use of digital technology, with e-learning and classroom-based sessions

available to all employees.

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

2.2.1

Using new networks to improve 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

2.2.3

Fostering interaction and 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 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 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 respective experience within the Group. Each and every day, numerous employees from purchasing, production engineering, research, finance, marketing and even gender diversity discussion groups interact within their online 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 The Group Information Systems Department’s “Open data for Saint-Gobain” initiative makes ready-to-use data sets, communities.

3

2.2.2

employee induction, training and awareness Using digital technology for

arrive at Saint-Gobain, while e-learning and MOOCs on the Boost! Platform are open to all employees. Since 2015, there 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

application.

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SAINT-GOBAIN - REGISTRATION DOCUMENT 2016