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Human Resources
ORGANIZATIONAL FLEXIBILITY
ADAPTED TO THE SPECIFIC
REQUIREMENTS OF THE
AUTOMOBILE INDUSTRY
Responding to the diversity of the
automobile market and meeting customer
demand involves constant adjustments in
working hours and organization. These
adjustments are carried out with careful
regard for the expectations and requirements
of employees.
NEGOTIATING NEW ORGANIZATIONAL
ARRANGEMENTS
Two new vacation systems adapted
to production requirements have been
negotiated with unions in France and the
rest of Europe. A key to enhancing flexibility
and competitiveness, non-stop operation
was introduced at the Mulhouse facility and
the mechanical component plants in 2001,
then applied at the Ryton and Vigo plants
in 2002. To meet strong demand, a fourth
shift was introduced at Ryton in August,
enabling the hiring of nearly 800 people,
while the negotiated implementation of
new working hours at Sochaux in May led
to the creation of a Friday-Saturday-Sunday
shift. In most host countries, working hours
are now calculated on an annual basis.
IMPROVING SAFETY AND WORKING
CONDITIONS
• Improving working conditions and
ergonomics
Programs are underway in every Division
and manufacturing project to improve
workstation ergonomics, in a commitment
to attenuating physical and environmental
impairments and broadening access to
the largest possible number of operators.
A dedicated method for assessing
workstation strain called METEO or
“Méthode d’Evaluation du Travail et des
Organisations”is being used by project
teams across the manufacturing base. This
innovative process underscores the
Group’s dedication to improving working
conditions through a realistic approach
designed to enhance efficiency and preserve
operator health.
• Constant concern for operator safety
and protection from bodily injury
As part of the Group’s commitment to
managing workplace risks, employees,
managers, employee representatives,
medical staff and specialized outside
consultants are all helping to improve
working conditions, safety and risk
prevention. In every country, risk assessment
procedures are applied to installations,
workstation components, infrastructure,
production processes, employee movements
and professional equipment. Employees
also receive safety training designed to
attenuate workplace risks.
• A commitment to occupational
healthcare
In France, the Group’s occupational
medical offices examined 112,000
employees and received 283,000 infirmary
visits. Based on exam results, actions were
taken to protect the concerned employee’s
health, for example, by reconfiguring the
workstation or ordering more tests to detect
or cure certain illnesses. The medical offices
regularly conduct training and employee
information sessions in areas like movement
and posture and food hygiene. They are also
involved in reassigning impaired or disabled
employees or reconfiguring their workstations.
OFFERING THE DISABLED FULFILLING JOB
OPPORTUNITIES
While helping to prevent disabilities in the
first place, Group policies are designed to
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