to download the 2012 registration document. - Groupe M6

SUSTAINABLE DEVELOPMENT AND CORPORATE RESPONSIBILITYa) Integration of new hires7.1.3. Development of talents7.1.3.1. Promotion and career developmentFrom the time of their arrival, new employees follow a period of integration comprising, in particular, aninduction seminar of one and a half days. On this occasion, the Chairman and a number of Operating orFunctional Directors explain the fundamentals of their area, thereby enabling the new recruits tounderstand the diversity and complementary nature of the Group’s businesses. This seminar is also anopportunity for employees to develop their internal network and understand the opportunities of workingin synergy. 130 new employees thus discovered the Group’s work opportunities in 2012.b) Annual reviewEvery year, all employees have an annual review with their manager. Assessment criteria go beyondresults achieved during the year just ended, and focus on know-how specific to each position. This alsoprovides the opportunity to assess the efficiency of training programmes and occupational balance (workload and organisation, work/life balance). Employees also share their desire for promotion and additionaltraining.The summary of the annual meeting is accessible on the intranet for every employee and is archived since2008.The desires expressed during interviews are systematically analysed and acted upon by the HumanResources Department. These include training programmes, promotion, request for a mid-careerinterview.c) Mid-career interviewAll employees aged 45 or more are offered a mid-career interview every 5 years with their HumanResources Officer. The purpose of this interview is to define their mid-term career path and establish thenecessary steps to support it.d) In-house mobility and promotionAll vacancies are posted on the Group’s intranet in order to give priority to internal candidates.e) TrainingM6 develops the skills of its employees with a policy of continuous training, which is based on training inits businesses, processes, management and Group culture.The use of the Individual Right to Training (IRT) is encouraged by the Group. Every full time employee isentitled to an IRT of 20 to 21 hours per year (depending on their occupation), which can be accumulatedfor a period of 6 years and managed on a calendar year basis. In 2012, 155 Group employees used3,901 IRT hours, an increase of 15% compared to 2011.In 2012, the training budget, F.C.G.B. and IRT included, was €1,165 thousand (compared to €898thousand in 2011), for a total of 1,452 individual training sessions. This training was evenly split betweenmen and women.In addition, M6 Campus, the Group’s own training organisation, which provides in-house training inmanagement, Group culture, new media and technical skills, provided training programmes to 293employees in 2012, compared to 327 in 2011.In total, 20,351 hours of training were provided to Group employees during 2012.248 - M6 GROUP - 2012 REGISTRATION DOCUMENT