RepoRt on - BNP Paribas

furthermore, natural employee attribution
in belgium and the other countries
concerned by the merger (e.g. the other
domestic markets of the group, namely,
france, italy and luxembourg) will provide
possibilities for the redeployment
of staff members whose positions are affected
by the reorganisations planned in
belgium. to this end, the group has developed
specific resources to promote internal
mobility (e.g. mobility centres, dedicated
training budgets, support services
for redeployed employees, etc.) and is
committed to prioritising internal mobility
ahead of external recruitment wherever
possible.
at bnl, the implementation of the workforce
reduction plan progressed in consultation
with local labour representatives.
in view of the demonstrated effectiveness
of the workforce planning tools used in
france over the past two decades, the
group intends to extend these tools to
italy and belgium where they will be used
on a europe-wide scale.
ensuring recruitment that meets
the specific needs of each business
in a turbulent economic and financial
environment, recruitment remained at a
high level in 2009. during the year, a total
of 14,549 permanent hires were made by
the group while 2,691 permanent hires
were made in france.
bnl/rome
fRANCE
MAIN EuROPEAN TERRITORIES
ExCLuDING fRANCE*
REST Of THE wORLD
30,000
25,000
20,000
15,000
10,000
5,000
2005
2006
(*) United Kingdom, Italy, Russia, Turkey, Ukraine.
the distribution of hires in france by age
profile was stable in terms of relative
shares, with recent graduates accounting
for 50%. there were 1,234 hires on workstudy
contracts, including 764 in professional
internships and 470 in apprenticeships,
comparable to the levels in 2008. at
31 december 2009, 1,539 young people
were employed under work-study contracts
in france. the number of trainees
taken on under the vie (volontariat
international en entreprise) programme
was stable, with 190 volunteers sent on
missions in 2009, compared with 205 in
2008. the number of work placements
for master’s students amounted to approximately
1,200.
close links with schools
and universities
the group maintained and reinforced its
policy of developing close ties with thirdlevel
institutions in france and belgium
and implemented a wide range of
innovative approaches aimed at young
people.
these initiatives helped to maintain or
raise the group’s attractiveness score
among strategic target populations.
38 <strong>RepoRt</strong> on CoRpoRate SoCial and enviRonmental ReSponSibility
2007
2008
2009
bnp paribas −
an attractive
employer brand
for the fourth consecutive
year, bnp paribas received
a top ranking from final-year
business school students
in the 2009 edition of the
tns sofres survey on the
best places to work. the
bank was rated in 7th place
by engineering students.
tns sofres polled 269 students
from 21 business schools
in france. polls were
conducted in the form of
one-on-one interviews.
Results demonstrate that
despite the economic crisis
and the recent damage to
the reputation of the banking
sector, bnp paribas remains
the most attractive employer
for university students. the
group was the top company
spontaneously named by
respondents when asked
about the company in
which they would most like
to work. this preference is
attributable to the group’s
global presence and the
opportunities offered for
international careers as well
as by the superior working
conditions, attractive
compensation and extensive
training offered by bnp paribas.
Work-study
training for
students:
a priority
in 2009, bnp paribas’s
work-study programme
was extended to a further
1,000 students, bringing the
total number of work-study
positions in the organisation
to 1,539. students following
diploma and masters’ courses
receive work-study training
in a specific business line
and obtain the necessary
experience to ensure that
they are fully prepared for
the world of work when they
graduate. students following
diploma and masters’ courses
receive work-study training
in a specific business line
and obtain the necessary
experience to ensure that
they are fully prepared for
the world of work when
they graduate. Work-study
training not only helps to
promote social mobility and
professional insertion for
participants but also enables
them to receive a salary
during their studies and, in
some cases, to obtain grant
assistance from companies
for their university fees. the
scheme enables young people
from all social backgrounds
to obtain higher-level training
and to enter the workforce.