2010 annual report - touax group

TOUAX’s policy of integrating young people is pursued through
regular training sessions, and by welcoming interns throughout
the year.
The Group’s international outlook and the diversity of its business
activities are a real opportunity for our recruits to develop
for the future.
Human Resources management also enhances its integration
programme for new partners by the drawing up of an integration
case file for each new employee and by organising an
integration programme. Much of this programme centres on
meeting the key partners who will be a part of the new
employee’s development. These exchanges are a way of familiarising
the new partner with his or her new environment and
are a part of TOUAX’s business and organisation training period.
TOUAX has revisited the action plan that set up in 2009 which
aimed to encourage the employment of older people as far as
keeping them in employment and recruiting them was concerned.
At the end of 2010, the commitments made in 2009 to keep
older people in employment have been kept.
- Career and skills management
In order to conduct and carry out appraisal interviews in an efficient
manner, a skills checklist has been created and
introduced by way of a supplement to the traditional annual
interview structure. This is a tool to assist with the evaluation
of the partner’s general and managerial skills with a view to
identifying routes for development and progress. The skills are
common to everyone within the Group and are a part of the
relevant area of responsibility whatever it be and are regardless
of their position within the hierarchical structure, their job or
their geographical location. These skills are related to behaviour
and to attitude, and take into account the observable ways
in which the job is done that contribute to the success of a mission.
These skills are essential to the Group’s future and since 2010
have been an integral part of TOUAX values.
❙ Staff at the Group
667 people were employed by the Group across the world at the
end of the 2010 financial period, whilst 665 were employed at
the end of 2009. The Group’s staff numbers have increased by
0.3% during an economic environment characterised by an
improvement in prospects.
Chapter 17 of the reference document sets out the distribution
of the Group’s staff by geographical location and by division.
Across the entire Group payroll, 33% are located in France, 63%
in the rest of Europe, 3% in the USA and 1% in Asia.
Shipping Modular River Railcars Corporate Total
containers buildings barges
2010 2009 2010 2009 2010 2009 2010 2009 2010 2009 2010 2009
Europe 23 20 468 464 93 98 25 20 31 31 640 633
Asia 7 9 7 9
United States 4 4 13 17 3 2 20 23
Total 34 33 481 481 93 98 25 20 34 33 667 665
❙ A diversified approach
- Equality in the workplace among men and women
78% of employees are male and 22% are female. There is an
uneven spread across countries and divisions; this is explained
by the significant number of men working within the production
units. Despite this, the Group is striving nevertheless to encourage
equality among the work tasks.
- Employment and the recruitment
of disabled people
The Group encourages the employment of disabled workers
through partnerships with recruitment agencies that specialise
in the placement of disabled workers.
Since 2007, TOUAX has elected to direct all of the apprenticeship
taxes for specialised training centres into the workplace
employment of the disabled, among them: the special school of
Leonce Malecot Saint-Cloud, the Clermont-Ferrand Trades
School (Institut des metiers), the Paris school for the blind
(INJA), Impro Morphange, The Andre Beule Nogent Le Rotrou
Institute and the special school of Espoir l’Isle Adam.
- Diversity of culture and nationalities
The Group’s international activities are such that it is in a position
to welcome many cultures and nationalities. Integrating
this diversity into the Group takes place through the Group’s
common core values pillar, whilst respecting the differences of
each person, and considering what everyone can contribute as
a result of these differences.
❙ Training policy
The TOUAX training policy aims to provide all employees with
the training they need so they can carry out their job as well as
possible and so that they can progress within the job. In 2010,
1% of French salary expenditure was spent on training, which
represented 2,707 hours of courses.
TOUAX has particularly emphasised communication-based
training so as to ensure high quality communication among
partners.
Reports of the managing partners 113