2007 Reference document (PDF) - Valeo

2 Management
PAGE 76
Report
Social indicators
Percentage of employees trained per socio-professional category
2007 Reference document - VALEO
2005 2006 * 2007 **
Engineers and managers 87.3% 90.4% 87.0%
Administrative staff, technicians and supervisors 81.8% 87.5% 78.5%
Operators 79.1% 82.7% 79.9%
TOTAL 81.1% 85.0% 81.1%
* Including Motors & Actuators.
** Excluding Wiring Harness (with the exception of the Porriño plant in Spain).
Average number of training hours per socio-professional category
2005 2006 * 2007 **
Engineers and managers 48 44 41
Administrative staff, technicians and supervisors 38 33 37
Operators 20 25 18
TOTAL 29 30 26
* Including Motors & Actuators.
** Excluding Wiring Harness (with the exception of the Porriño plant in Spain).
In 2007, 81% of employees participated in at least one training
course, as part of the Group’s skills development policy, compared
with 85% in 2005.
The Group’s intention is to develop internal training by involving
local country management, in particular with regard to enhancing
operators’ versatility and skill-diversity. The Group also continued
to train and certify internal trainers. This on-the-job training is not
always recognized and accounted for in our information system.
65% of total training hours are dedicated to workstation
familiarization and 35% to developing new skills and preparing for
internal transfers.
The percentage of induction courses and training sessions on
corporate culture rose slightly from 15.3% to 17.9%, despite a 29%
drop in recruitment. This is thanks to the fact that our induction
modules are now available in various languages, and to intense
activity at our “5 Axes” schools, especially in Asia.
Consistent with globalization of the Group’s businesses and the
need to develop cross-disciplinary relations, the number of hours
of language training (primarily English) continued to climb, from
9.5% to 12.3% of the total number of training hours.
Valeo is continuing to develop its online training offering through
Valeo C@mpus, which allows it to create more tailor-made programs
and combine various training methods such as online and classroombased
training and on-the-job coaching. To step up the efficiency
of its learning tools, Valeo C@mpus offers all employees access to
training – at their own pace and with the possibility of assistance from
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tutors – in areas including languages and office systems, and specific
modules on Valeo’s 5 Axes and Valeo’s products and processes. This
offering is enhanced by internally-developed modules on product
and system development standards and R&D.
As a complement to existing career plans, management also worked
on formalizing Individual Career Development Plans in 2007, based
on a three-pronged approach – training, practical application and
experience. A training and preparation plan for the role of supervisor,
developed and tested in 2007, will be rolled out in 2008.
Valeo is continuing its emphasis on health- and safety-related
actions, which reached 48% of employees and accounted for 13%
of total training hours.
A “Wellbeing and effectiveness at the workstation” program was
designed and tested at certain sites and is expected to be deployed
worldwide from 2008. This program aims to train local country
managers to recognize certain situations and postures with a view
to preventing musculoskeletal disorders.
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