ourexpertise - Crédit Agricole CIB

PRESENTATION OF CRÉDIT AGRICOLE CIB 1Recruitment policiesRecruiting talents is one of the main challenges facing Crédit Agricole CIB in relation with its development plan and the growth of itsbusinesses.• Becoming a more attractive employer and pre-recruiting new staffCrédit Agricole CIB has pursued a pre-recruitment policy as partof its commitment to integrate young people since 2006. Expandingwork-study programmes in France and a procedure foridentifying talents among trainees, work-study and internationalvoluntary work placements are also part of the policy to form agroup of talents.In 2010, Crédit Agricole CIB recruited almost 1,300 trainees,including more than 700 in France, along with 380 people onwork-study programmes and around 100 on voluntary work placementsin its foreign subsidiaries.Pre-recruitmentInternships and work-based training in France (average monthly Full-2010 2009Time Equivalent)Work-based training 232 198Interns 318 353% of business scope in France 93% 96%Relations with schools and universitiesCrédit Agricole CIB maintains a strong presence in schools, in particularthrough the «School Captains« programme supported by CréditAgricole Group entities.Many managers and employees are mobilised to support the HRteams at School Forums in France and abroad in order to share theirexperiences with students.Other actions in the form of educational partnerships (case studies,courses, trading games) and participation in admissions panels alsotake place. Conferences and visits of the company are organised forstudents as well.In 2010, the school relations team continued its activities with thefi nance associations of engineering and business schools in France(for example the Club Finance Paris), and in Asia through its partnershipwith the ShARE organisation.• RecruitmentSupport for managersA Manager-Recruiter Guide has been designed with the goalof helping managers keep an eye out for the behavioural andmanagerial skills needed for Crédit Agricole CIB’s performance,and of harmonising the recruitment process. The guide hasbeen distributed to managers in March 2010 both in France andabroad.In 2010, recruitment training sessions were also held in FranceCrédit Agricole CIB was awarded the 2010 Company Trophy givenby the Sorbonne University for the workplace integration of its classof 2009.Work-study programmeCrédit Agricole CIB has a signifi cant work-study programme andreceived two awards at the AMEF Victoires ceremony in June 2010:the Jury’s Grand Prix and the Master 2 prize.Specifi c training rounds out a practical guide to assist apprenticeshipmasters in supporting and developing their work-study programmeparticipants. A welcome pack is given to each new member.In July 2010, Crédit Agricole CIB’s annual work-study event broughttogether apprenticeship masters, the programme’s members, HRstaff and the managers of the Apprentice Training Centre to reviewthe programme and discuss its future role within the company.and in London. Their content will be used to develop an e-learningprogram that will be deployed around the world in 2011.Information systems recruitment planThe development of information systems has resulted in theimplementation of a vast recruitment programme for strategicinformation system functions. Launched in early March 2010, theprogramme has made it possible to recruit 130 new employees,mainly in Paris but also in Singapore, New York and London.Number of staff recruitedNumber2010CIB Private Banking Total2009 (*)France 439 439 265Western Europe 362 155 517 342Central and Eastern Europe 40 40 26Africa 11 11 9Middle-East 23 23 11Asia-Pacifi c 583 45 628 262Americas 111 18 129 187Total 1,569 218 1,787 1,102% of business scope 91% 93%(*)In 2009 the number of staff recruited was 948 in CIB and 154 in Private Banking.SHELF-REGISTRATION DOCUMENT CRÉDIT AGRICOLE CIB 2010 21