The document outlines the company's human resources plan, including sections on job management, performance management, careers management, compensation management, and communication. It details training programs with multiple levels from discovery to expert, and notes annual negotiations on topics like salary increases and work conditions. Unions and employee representatives are involved through regular meetings.

1. Human Resources Plan 21 March 2012
Unions representatives
Sustainability Job management Performance management Careers management Compensation management HSE Communication
personnel relations
Unions and personnel Operational development to
Employer marketing Organization chart Sourcing Compensation scale Pedagogical tools
representatives meetings decrease industrial injuries
Operational follow up to decrease
Ethic code Job description Hiring process Salary review plan Social climate survey Events
industrial injuries
Performance assessment
Advice for improving
Societal actions Skills profil Level 1 : Discovery Variable part plan Legal files Breakfasts for customers
work conditions
T
Results analysis r Transfer and follow up Speak up breakfasts
Skills ladder Level 2 : Apprenticeship a Bonus scheme Mandatory yearly negociations
of legal obligations for employees
i
n
Level 3 : Master i
Career path Profit sharing
n
g
Level 4 : Expert
+
Potential evaluation

2. Human Resources Plan 21 March 2012
Sustainability
Intranet
Breakfatss for customers
Speak up breakfasts for employees
Employer marketing
Local administrations relationship
Professional organizations & Schools partnership Diversity event
07/12/2012
170 people
Employees,
customers,
suppliers
United nations Global Compact
Ethic code
Apprentices
Societal actions
Trainees Target :
5% Workforce

3. Human Resources Plan 21 March 2012

4. Human Resources Plan 21 March 2012
Job management
The right person in the right job
Organization chart
The branch jobs are described
Job description
Skills profil Which skills for what job ?
skills are evolutive and growing
Skills ladder accordingly to the jobs
Career path

5. Human Resources Plan 21 March 2012
Performance management
Assessment center to help decision
in case of change or recruitment
Performance Assessment
Annual Performance Review
Results analysis
Test for technical skills
and behaviour skills

6. Human Resources Plan 21 March 2012
Careers management
Sourcing
3 questions :
+ What can the applicant do ?
+ What does attract the applicant in the job ?
Hiring process + How does the applicant use his/her skills ?
To share the knowledge
The development of the company is based on the good and right service to the customer. Good behaviour and high technical skills are essential in building merchant . "Training doesn't happend by chance, it is
a necessity that we share and we must decline into actions". this sloggan is based on the "learning"company : how to see, developp and transfer the knowledge inside the company.
• 4 training programs will follow each new employee as soon as he/she joins the company.
• Discovery program : This training course takes place during the trial period to put the employee in a position to
Level 1 : Discovery start a job. It is in part facilitated by tutors .
The aim is to understand the activity of the company, the missions and challenges of his profession, to understand and Manager Agence Adj Manager Agence
apply the basic procedures. Formation H Formation H
Stra tégi e d'entrepri s e 4 Stra tégi e d'entrepri s e 4
Les produi ts et l eur uti l i s a ti on 10 Les produi ts et l eur uti l i s a ti on 10
L'a pproche fi na nci ère d'un CP 7 L'a pproche fi na nci ère d'un CP 7
Droi t Soci a l expl i qué a ux ma na gers 7 Droi t Soci a l expl i qué a ux ma na gers 7
• Apprenticeship program : This training course takes place during the year following the trial period and allows Ma na ger 28 Ma na ger 28
Level 2 : Apprenticeship the employee to take a position with the company. It is run by the Occasional Internal Trainers (FIO) . Ma na ger da ns l a s écuri té 7 Ma na ger da ns l a s écuri té 7
The goal is to have an understanding of the procedures relating to his job and to achieve a level of versatility and Rs e 4 Rs e 4
T Total parcours apprentissage 67 Total parcours apprentissage 67
autonomy: knowledge of all the functions with support for complex tasks.
r
a Commercial Conseil Atc
i Formation H Formation H
n Comprendre l 'entrepri s e 4 Comprendre l 'entrepri s e 4
i Ayons l e bon réfl exe cl i ent 14 Ayons l e bon réfl exe cl i ent 14
n Les produi ts et l eur uti l i s a ti on 10 Les produi ts et l eur uti l i s a ti on 10
g • Master program : This training course takes place during the second year. It allows the employee to Total parcours apprentissage 28 Total parcours apprentissage 28
Level 3 : Master
specialize and develop autonomy in their job. It can be driven by internal or external staff.
Contremaître De Cour Cariste
The objective is to achieve the skills to analyze and synthesize the needs and requirements of internal and
Formation H Formation H
external customers and to respond appropriately. Stra tégi e d'entrepri s e 4 Comprendre l 'entrepri s e 4
Accuei l l i r et s ervi r l es cl i ents 8
Les produi ts et l eur uti l i s a ti on 10 Découvri r l es produi ts 10
Gérer des s tocks 21 Récepti onner phys i quement 7
Récepti onner i nforma ti quement 14
Ma na ger 28
• Expert program : This course provides training to acquire or maintain proven skills . It is entirely taken Ma na ger da ns l a s écuri té 7
Level 4 : Expert care of by the Occasional Internal Trainers. Total parcours apprentissage 70 Total parcours apprentissage 43
Proven competency allows him to work well, including in an unstable working environments, while continuing
to innovate and train.
+
Potential evaluation
3 questions :
+ What can the employee do ?
Sales School
+ What does attract the employee in this job ?
+ How does the employee use his/her skills ?
In house training program :
50 internal trainers - 50 key people sales managers in the process -10 campaigns (= 10 months )- 80 trained sales people - 10 films + 10 Sloggans + 10 "Pro" advices + 10 Quizz

7. Human Resources Plan 21 March 2012
Unions and representatives
personel relations
Unions Enmployee representatives Works council Health safety committee
Representatives 2 12 8 8
Meeting 3 10 10 6
Social climat survey
legal files
Agreement about job penibility
Agreement about Female and Male equity
Agreement for senior employees
Mandatory annual negociation
About salary increase, work conditions, working time