Head of Human Resources wins HR Director of the ... - BNP Paribas

Ambitions for Corporate
Excellence - ACE
The ACE programme was completed in June.
Since its launch in September 2001, 27
seminars have been held for some 900
participants, comprising senior managers
and Executive Committee members
Established one year after the Group’s creation,
this programme was designed to instil the
Group’s core values and management principles
and to weld together specific corporate cultures
and business operations.
The programme also enabled participants
to acquire a better understanding of their
management style, personal strengths and
areas for improvement, along with
the requirements of the latest version of
the Group’s performance appraisal system.
Skills building
Training plans are drawn up and structured with
a view to anticipating change and meeting
foreseeable needs in each business line while
giving staff opportunities to increase their
current job skills and develop long-term
capabilities.
The integration forum for newly hired senior
executives, which was first held in Europe in
2002, was organised for an international group
of 100 participants in 2003. During the forum,
discussions were hosted by the Group’s key
executives as well as by teams responsible for
ethics and compliance.
A range of initiatives has been developed to
support employees taking up mobility
assignments within the Group. Depending on
individual needs, programmes are geared towards
equipping staff with the generic skills required
for mobility, to facilitate integration, or enable
them to acquire technical skills related to a
business line. Overall, approximately 80,000
hours of training were provided to staff as part
of functional mobility programmes within
BNP Paribas SA in 2003.
In 2003, risk management training was provided
for account managers and risk managers working
in BNP Paribas’ French Retail Banking business as
part of the Bank’s “New Approach” programme
for business clients. Training modules were
developed jointly by the French Retail Banking
division, Global Risk Management and the
Louveciennes Training Centre. New training
programmes were also launched for Retail
Banking sales teams working with private
individuals and, finally, specific training actions
were developed for wealth management staff.
The integrated training management system
developed during the year provides training
managers with a suite of resources for identifying
needs and planning and monitoring the delivery
of training. As from 2004, staff will be able to
access an online training catalogue providing
information and enrolment for all of the Group’s
training offerings.
Workforce planning
For many years, the Group has implemented
a workforce planning strategy aimed at
evaluating demographic consequences and
anticipating qualitative and quantitative changes
in employment. As part of this strategy,
a new Employment Adaptation Plan (EAP)
was introduced at the end of 2003 for
BNP Paribas SA in France.
This plan incorporates the findings of forwardlooking
studies based on proven methodologies
to analyse future employment requirements in
each of the various functional lines. Factors
taken into account included the estimated
impact of IT projects, reorganisations and
business developments. The plan, which is
designed to prevent overstaffing in certain
administrative functions, gives the company the
flexibility required to maintain its long-term
recruiting momentum and allow succession
management. In this regard, it builds on the
results of the previous plan which was completed
on 31 December 2003.
Occupational health and safety
Promoting occupational health and work safety
has always been a key policy concern for the
Group. In France, legal responsibility for
overseeing compliance with occupational health
and safety regulations essentially lies with
Health, Safety and Working Conditions
Committees whose work is supplemented by a