Banken for en verden i endring The bank for a ... - BNP Paribas

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Banken for en verden i endring The bank for a ... - BNP Paribas

• human resources development

Clearly identified operational challenges

quANTITATIVE ANd quALITATIVE

wORkfORCE AdApTATION

Skills management is fully integrated within personalised

management of careers, recruitment,

mobility and succession.

The issue of employment management is specific

to France and Italy, due to both countries’

demographics and the inflexibility of their labour

markets. It is also specific to certain businesses,

such as retail banking and specialist financial

services, where higher age groups predominate.

BNP Paribas and BNL’s culture

of management-employee dialogue

In this context, it is important to (i) regularly manage

the decline in the number of posts due to

IT developments and organisational changes; (ii)

offer opportunities to employees whose positions

have been eliminated; and (iii) provide the flexibility

required to maintain high recruiting momentum

and ensure effective succession management.

The Group has been systematically implementing

these employment adaptation plans

in consultation with employee representatives,

based on forward-looking studies carried out at

BNP Paribas SA since the start of the 1990s.

When BNP Paribas acquired BNL in 2006 it made sure to respect BNL’s deeply ingrained

culture of dialogue and consultation between management and employee representatives. From

June 2006, the trade unions were involved in discussions regarding the initial restructuring phase.

The plan presented at the end of July was followed by negotiations that led, on 23 November, to

the signature of agreements on retirement, recruitment, mobility and professional development.

These agreements were well received by the parties involved. A retraining programme drawn up

in conjunction with the unions offers support to employees affected by the link-up. Over three

years, 2,500 employees will receive 26,000 days of training as a result of this programme. BNL’s

networks in five regions will be reorganised, also in conjunction with the unions, with a focus

on local dialogue, integration, change, innovation and the assertion of a strong and dynamic new

identity.

In 2006 Cetelem signed a framework agreement

on implementing an Employment Adaptation Plan

in its French network for 2006-2008. The acquisition

of BNL in Italy led to the negotiation of a local

staff reduction plan.

67 BNP PARIBAS AND ITS STAKEHOLDERS

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