corporate social responsibility complete report France ... - Orange

supporting employees
in their development
In a rapidly changing telecommunications world, transforming the Group’s activities and key business
units is a necessity. To support our employees in this transformation, we are implementing tools and
mechanisms to enable each individual to plan their own professional development in keeping with their
aspirations and personal life.
developing professional skills
In circumstances that are transforming our
economic model, we have made the choice
to encourage our employees’ development
by implementing many professional development
tools and by devoting a considerable
effort to training.
The annual individual appraisal is a primary
tool, enabling each employee’s performance,
skills and prospects for professional paths to
be discussed.
In France and in Poland, “Development
Spaces” also offer employees the assistance
of specially trained counsellors to help identify
and map out their career path. At the end of
2009, more than 38,000 employees had
benefited from this aid.
In terms of training, we are implementing
many mechanisms adapted to countries,
cultures and business units to develop the
professional value of each employee, in
keeping with the company’s growth and the
change in its businesses. The programs are
designed not only by internal training schools,
but also with the assistance of schools and
organizations renowned on the market for
offering high-level training, leading to certification.
For managers, Orange University and
management schools, notably in France,
work together to create training programs
devoted to subjects concerning team management,
leadership, and knowledge of our
business environment. The Group’s training
programs also use new tools such as
e-learning, which help to strengthen educational
effectiveness.
offering conditions for
self-fulfilment
Our Group also believes that the success of
a career path should be integrated with a
favourable work environment and a balance
with personal life. The negotiations underway
in France on working conditions provide
for a budget which will be allocated to
improve work environments.
In particular, new work spaces are being
designed with the idea of offering a pleasant
and high-performance professional setting.
The new headquarters of Mobistar in
Belgium and Orange in Switzerland are
good examples. In France, a program for
the renovation of 800 sites has been
launched and will help improve the work
setting.
Furthermore, many initiatives have been
conducted at Group subsidiaries to
encourage a harmonious work-life balance.
In Belgium and France, agreements have
been entered into to set up a framework
for facilitating telecommuting. For example,
in twelve months, 27% of Belgian employees
signed up to a program which allowed
them to work remotely for up to two days a
week. Mechanisms allowing employees to
choose flexible work schedules are also in
place in Switzerland, the United Kingdom
and Spain.
26 / looking out for all our employees around the world