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B U S I N E S S A N D S U S T A I N A B L E D E V E L O P M E N T R E P O R T 2010 ATTRACTING AND CULTIVATING TALENT OVER 50 NATIONALITIES IN THE GROUPE SEB MANAGEMENT COMMUNITY Participating in student forums helps to make the Group better known as a potential employer. Welcome seminars help new managers from different countries to discover the Group and start to build up their relational network. ENLARGING THE POOL Of CANDIDATES To make it more attractive to potential candidates, the Group redesigned the Careers Area of its corporate website in 2010. The new look highlights originality, the human dimension and authenticity. It features more than thirty testimonies from staff on different aspects of the Group’s human resources management, and how it puts its values to work daily. Visitors to the website can consult job vacancies and submit an application online via a new recruitment feature. In 2011, it is planned to launch a dozen new ‘local’ international career sites. GETTING Off TO A GOOD START Once new managers are hired, the Group helps to orient them and plan their career within the company. Revised in 2010, the orientation process now extends over six months. It includes an introductory seminar with the presence of senior executives, sponsor pairing, a visit to a factory and major retail client, and a feed-back report drawn up by the new recruit. ATTRACTING YOUNG TALENT Daniele Collari, International Campus Manager With catchy slogans and offbeat snapshots of Groupe SEB staff, the new careers area of our corporate website targets mainly young candidates. “At student forums, young people are attracted by our brands and products, familiar to them in their daily lives – though they do not always connect them with Groupe SEB. They are usually surprised to learn of the extent and dynamism of the Group. This is why we want to make ourselves better known to leading business and engineering schools as a prospective employer. In 2010, we concentrated our efforts on France, before extending our campaign internationally in 2011. As well as being present at more student seminars, we also develop educational partnerships with selected institutions with a view to developing studies. Two new projects were initiated in this way on the theme of innovation. Our objective is to increase the number and quality of applicants, particularly for internships, so that we can develop a pool of talent to draw from for potential first-job recruitment.”
E X P E R T I S E 62-63 H U M A N R E S O U R C E S 4 WELCOME SEMINARS IN 2010: 113 PARTICIPANTS, 19 NATIONALITIES A DYNAMIC MANAGEMENT COMMUNITY Groupe SEB today numbers more than 2,000 managers. These make up a very diverse community of nationalities, career backgrounds and expertise, while they share common management practices based on the Group’s values. In April 2010, the Management Convention attracted about 200 managers from some thirty countries. This event took stock of the Group’s results and latest advances, and reviewed our objectives for the coming years. As part of the Group’s dynamic approach to human resources planning, each manager is invited to become the architect of his or her own career. Harmonized procedures throughout the Group facilitate geographic and job mobility. These are regularly updated with new tools such as the global e-recruitment interface launched in 2010, which allows any employee to apply directly for any job vacancy within the Group. MANAGEMENT PRACTICES fORM AN INTEGRAL PART Of THE ANNUAL ASSESSMENT INTERVIEW The Management Convention, an opportunity for the Group Executive Committee to discuss results and goals with managers. COLLABORATIVE PLATfORMS MULTIPLY Intracom, the Group’s internal network, is the backbone of its in-house communications. Not only a mine of information, it serves, above all, as a collaborative work tool for the Group’s employees: the number of Intracom collaborative platforms has doubled each year since 2008 (some 50 were up and running in 2010). A new version of Intracom was launched last year, with an updated graphic interface and easier access to Group documentation. This led to a 15% increase in the use of the portal.
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BEYOND LIMITS B U S I N E S S A N D
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B U S I N E S S A N D S U S T A I N
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1 Chairman’s message A BUSINESS M
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C H A I R M A N ’ S M E S S A G E
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G O V E R N A N C E 04 - 05 ACTIVE
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G O V E R N A N C E 06 - 07 THE GRO
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G R O U P E S E B I N F I G U R E S
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Page 89 and 90: ACKNOWLEDGMENTS This document was p
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