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Human Resources Hiring Under Permanent Contracts Hired under permanent contracts in 2002 Hired under permanent contracts, 1999 - 2002 Automobile 9,800 38,080 Finance Companies 250 710 Transportation and Logistics 1,100 4,500 Automotive Equipment 5,500 15,380 Other Businesses 90 760 Total 16,740 59,430 Of which France 8,130 34,640 BRAZIL: TRAINING DEALER EMPLOYEES IN AFTER-SALES SERVICE In 2001, PSA Peugeot Citroën, Brazil’s national education system for industry (SENAI) and France’s National Education Ministry set up a training center in São Paulo to offer courses in after-sales service. In two years, nearly 1,600 employees have been trained in customer service, automobile maintenance and repair, and new automotive technologies. In 2002, nearly 900 Brazilian employees received some 29,000 person-hours of training in such areas as product knowledge, basic mechanics, quality methods and safety procedures. The commitment will be stepped up in 2003, with a more than 30% increase planned in the number of training hours. ATTRACTING YOUNG GRADUATES According to a survey conducted by the SOFRES public opinion firm, French business and engineering students spontaneously ranked PSA Peugeot Citroën as France’s best company to work for. This reputation is one reason 48,000 people applied for managerial positions with the Group in 2002. BUILDING A STRONGER, MORE STRUCTURED PRESENCE OUTSIDE FRANCE Following start-up of the Porto Real plant in Brazil in February 2001, the global manufacturing base will be expanded in 2005 and 2006 by two new facilities: one in Kolin, Czech Republic in association with Toyota, and the other in Trnava, Slovakia. A total of 1,200 people have been hired at the Brazilian site, of which 250 in 2002, while 3,000 hires are planned in the Czech Republic and 3,500 in Slovakia. In all cases, the focus is on recruiting locally. The same human resources management principles are applied in all operations worldwide, with adjustments to local characteristics as required. In particular, more socially advanced employee benefits, such as operating margin-based incentives, are offered in all subsidiaries around the world. Global expansion has also fostered the embrace of cultural diversity and the emergence of an international culture. Long-term foreign assignments and intercountry transfers are being developed, with 8,400 people accepting such assignments in 2002. Cooperative ventures with Italian, German, US and Japanese carmakers are also supporting the development of an international mindset. 64 PSA PEUGEOT CITROËN - MANAGING BOARD REPORT
Growth Strategy Corporate Governance Business Review Corporate Policies Management’s Discussion and Analysis Statistics JOB SEARCH SUPPORT PROGRAMS In 2001 and 2002, the Rennes and Sochaux plants offered programs designed to certify the professional skills acquired by people hired for fixed-term assignments. In Rennes, as part of the Citroën C5 launch, a training program was organized in partnership with the Regional Council, the related government employment agencies (DDTE, ANPE, PLIE, Mission locale), temporary employment agencies and the National Association for Adult Vocational Education. In addition, 1,000 people found employment during a job fair organized by the Rennes plant to facilitate the professional orientation of the people concerned, in association with the National Employment Agency, local companies and temporary employment agencies. In Sochaux, fixed-term employees were offered support from local companies, the National Employment Agency and temporary employment agencies. The initiative enabled several hundred people to find jobs upon completion of their assignment. SUPPORTING CAREER OPPORTUNITIES FOR WOMEN Despite the small percentage of women graduating with engineering or other industry-related degrees, PSA Peugeot Citroën has been hiring a growing proportion of women. This was particularly the case in 2002, when women accounted for nearly 20% of engineers and managers hired worldwide, versus less than 15% in 2001. In France, women accounted for more than 20% of new hires in 2002. New initiatives have been taken to encourage the hiring of women in all host countries. Programs are underway to train women in jobs previously held mainly by men, such as installation manager or production unit manager. RESPONSIBLY MANAGING FIXED- TERM CONTRACTS Employees are sometimes hired under fixed-term contracts in order to adjust the workforce to fluctuations in demand, to manage new product introduction processes and to prepare capital programs and the related productivity gains. These employees are integrated where they have been recruited, under the same conditions as people hired under permanent contracts. Temporary workers participate in orientation sessions devoted to safety, quality and environmental issues and are offered training corresponding to their duties. Many temporary or fixed-term employees are offered permanent jobs, depending on local staffing needs. In 2002, for example, 2,500 employees in France were hired under permanent contracts following a temporary or fixed-term assignment. In Spain, the 2001-2003 convenio calls for the permanent hiring of 1,300 eventuales employees. Temporary workers are also supported through programs to certify their acquired professional skills and to assist them in finding employment. In France, PSA Peugeot Citroën was one of the first companies to offer job opportunities to unqualified young people. PSA PEUGEOT CITROËN - MANAGING BOARD REPORT 65
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2002 ANNUAL REPORT
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K ey figures Worldwide sales Automo
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Contents 2 A Tribute to Pierre Peug
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A Tribute to Pierre Peugeot Our Gro
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M essage from the Chairmen is alrea
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plan defined by the Managing Board.
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10 Growth Strategy 16 Corporate Gov
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Growth Strategy 12 • One Group, t
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Growth Strategy Corporate Governanc
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Statistics PSA PEUGEOT CITROËN - M
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Appendices to the Managing Board Re
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C onsolidated statements of income
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C onsolidated balance sheets - Liab
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C onsolidated statements of stockho
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➔ Note 1 - Accounting policies Th
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No reserve is booked for taxes paya
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2. Effect on stockholders’ equity
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Allibert’s non- automotive busine
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2000 (in millions of euros) Automot
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➔ Note 5 - Key financial data for
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➔ Note 12 - Operating expenses -
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➔ Note 15 - Intangible assets Int
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Unrealized gains on restricted stoc
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➔ Note 21 - Inventories Inventori
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➔ Note 25 - Short-term income tax
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g) Capital in excess of par value o
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➔ Note 34 - Other long-term borro
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2. Short-term portion (in millions
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➔ Note 42 - Net financial positio
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1. Automobile division An early-ter
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- Changes during the year (in milli
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The entire debt is converted to flo
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2. Maturities of hedging instrument
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➔ Note 50 - Commitments and conti
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2. Effect of debenture conversions
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F ive-year consolited statement of
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F ive-year consolidated balance she
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C onsolidated companies as at Decem
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Company Percent Percent F/E control
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Recruitments (1) 2 4 Disabled emplo
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7 Paid leave other than vacations E
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Consumption Peugeot 607 Fuel Displa
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E nvironmental Indicators Productio
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Waste production PEUGEOT CITROËN A
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M anagement and Administration Main
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I nformation about the company’s
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S tatutory Auditors’ Report on th
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➔ Stockholders’ Meetings (Artic
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PEUGEOT S.A. 100% AUTOMOBILES CITRO
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S tockholder Information (Euronext
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F inancial authorizations in effect
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216 PSA PEUGEOT CITROËN - INFORMAT
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R esolutions Eighth resolution Auth
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T he Vice Presidents Committee Thie
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12,000 copies of this report were p
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