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36
FUNDAMENTALS
The Human Resources function has gradually been introduced in a large number of countries.
This expanded community now deploys a harmonised policy throughout all continents, with
the associated use of collaborative systems. In this way, it encourages the unique development
of potential for each employee alongside the sharing of a set of common values.
Finding talents
To attract the best in order to remain the leader. With this in
mind, Groupe SEB is improving its appeal as an employer
amongst recruiters and young graduates. In 2012, the Group was involved
in 15 student forums in France and welcomed almost 400 trainees and
work placements. In 2013, it is set to become better known amongst students
from other strategic countries (United States, Brazil, Russia, China etc.).
A 4th partnership with a renowned French school, which has been finalised
with IDEA (business and engineering schools – EM Lyon and Centrale Lyon),
adds to the special links already forged with ESSEC, the Ecole Polytechnique
and Audencia.
This "employer brand" is also promoted through the Careers website, which
is divided into 16 geographical zones with local content and has now been
enriched with news about the company. Linked with the websites of the
Group's brands, as well as with targeted professional social networks, these
recruitment websites recorded more than 22,000 applications from web
users in 96 countries in 2012.
The new Integration Program guide for the use of Human Resources teams
guarantees that all new arrivals receive the same kind of support. Four
annual seminars introduce newcomers to the Group's culture and a Welcome
booklet is also made available. Managed globally via a web platform,
it includes general sections with institutional content and sections that are
specific to certain countries and sectors.
Careers website:
Visitors from
168 different countries
Mobility, boosting expertise and advancing careers
Groupe SEB encourages the internal promotion of its employees
between business sectors, entities and geographical zones. Its training policy
and its policy for validating prior experience help each person to develop
their skills or ensure that they are recognised. Superiors can of course put
forward proposals for mobility, but employees can also put themselves
forward for positions published on the iMove@SEB intranet site.
In 2012, mobility increased for managers, in particular at an international
level: 77 managers left their home countries, which represents 25% more
than in 2009. Finally, the Group aims to fill key positions internally as far as
possible (80% by 2017) to guarantee the cohesion and attractiveness of the
company.
Horizons 2012, a partnership based on trust
with employees
Handing over part of the company's capital to its employees is
a good way of getting them involved in its growth and ensuring its lasting
success.
Horizons 2012 is the first employee shareholding plan to be proposed
by Groupe SEB in so many countries, 30 in total. Communications materials in
19 languages helped to ensure a high subscription rate for this type of deal
(43% in France, 77% in Turkey, 100% in Portugal etc.), which is a sign of great
trust. It is worth noting that 50% of the employees who subscribed to the
previous plan (2002) still own their shares.