CORPORATE SOCIAL RESPONSIBILITY REPORT 2009-10

40
TRAINING STAFF TO INCREASE AND DIVERSIFY THEIR SKILLS
Given the changes in the labor market, the economic crisis
shows the importance of adaptability: to ensure company
competitiveness and promote staff mobility. Air France and
KLM continued to invest in training employees in 2009,
especially for staff with limited qualifications.
Investment in training at Air France amounts to 8.7% of the
total wage bill, and remains higher than the French legal
minimum of 1.6%. Air France contributes to securing careers,
notably for employees seeking a new diploma, by ensuring
their work experience is credited via the VAE (Validation
des Acquis de l’Expérience) system with a certificate of
professional experience.
A program, specifically targeting those with the lowest
qualification levels, helps to boost staff skills in French language
and math, while improving their independence in professional
or personal learning situations. Professionalization schemes
continued at a sustained rate (3,000 in 2009) for retraining,
change management projects, or to assist staff returning to
work after long absences.
In 2009 investment in training at KLM amounts to 2,500
euros per employee. Moreover KLM focuses on employees
with limited formal education to enhance their employability.
They were offered a program to acquire an official diploma. A
first program charts skills acquired through work experience
for each employee. Points were awarded for competencies
There are distinct human resources policies, laws and cultures
in France and The Netherlands, but the Group has drawn
up a set of rules and principles to enable the airlines to work
together and notably to harmonize the working conditions of
locally employed staff in 39 countries where operations are
combined.
This harmonization process, launched in 2006, is on track with
negotiations concluded in 31 countries.
The Air France-KLM Social Rights and Ethics Charter, signed
in 2008, defines the fundamental rights and values which are
the pillars of The Group’s identity and cohesion. This charter,
translated in three languages, was made available to Group
staff in 2009.
Air France-KLM wants its employees – wherever they operate
worldwide – to enjoy social protections (for expenses linked to
sickness, maternity, accidents or death) to guarantee a decent
standard of living. The status analysis carried out in 2009 on
the situation of local Air France and KLM staff showed that
almost all Group employees benefit from this locally. Moreover,
the Group supports its staff in finding the best ways to adapt
to the requirements of its policy on local conditions and to sign
up to quality assurance contracts, while complementing public
schemes if they do not offer the required quality.
Since 2007, all Air France and KLM staff on local employment
meeting the educational requirements of the desired diploma,
resulting in a reduced number of classes to be granted the
diploma. A second program was offered to employees without
any formal education beyond primary school. With one school
day per week and four days at work, these employees receive
their diploma – equivalent to a high school diploma – after two
years.
Staff training
A RESPONSIBLE MERGER OF TWO AIRLINES AND VALUES SHARED BY ALL
contracts in over 100 countries are asked to fill out the InterFace
employee satisfaction survey, which, once the findings have
been analyzed, leads to the deployment of local action plans.
In the survey launched in March 2010, 69% of the 7,376
employees polled filled out the survey. A total 77% of
respondents said they were satisfied with their material
working conditions, 82% with their occupational health and
safety conditions, 85% with their company as an employer,
and 92% of those surveyed said they were in a job they liked.
Working together...
Air France and KLM employees in Dubaï