SECTION 1 -

o Locally, each subsidiary considers training to be a priority investment:
New Services Greece, New Services Austria, and New Services Uruguay have a
common objective: to offer at least one training session to all of their
employees each year.
New Services USA funds study programs for its employees, up to $1,000
per employee per year, for secondary education, and $2,000 per employee
per year for graduate studies. In 2009, 15% of its employees took
advantage of this program.
These local efforts are consistent with global human resources management priorities: “To
share company values and fully integrate new employees,” “Support the development of
business divisions,” and “Improve management quality.”
o Share Company values and fully integrate new employees
To better disseminate information about the company and adherence to its
values, New Services Asia Pacific has launched a training program for the
zone's 850 employees. In Singapore, New Services organizes sessions to
promote exchanges among the seven Accentiv' SurfGold countries in the
Asia‐Pacific region.
As part of the acquisition of the Exit Group's companies in 2009, New
Services in the Czech Republic organized training sessions led by the
subsidiary’s employees for the 65 employees of Exit's 12 companies.
o Improve management quality
In 2009, the “Central Europe and Scandinavia” zone implemented a training
program dedicated to communication, crisis management, and media
relations with senior management in each country.
Since 2008, New Services Chile has organized specific programs to improve
its managers’ leadership skills and offers coaching that is tailored to the
needs of employees.
o Support the development of business divisions and new technology
4.1.4 Mobility
In 2009, 161 training days were offered by New Services Germany to 97
employees’ expertise in new technologies.
New Services France established an extensive training program for call
center operators, with the goal of supporting business line development
and improving customer relations.
New Services encourages internal mobility in order to promote its employees' career
development.
International mobility is a necessary, but not exclusive, condition for advancement at New
Services. It is a major factor in career management. Since 2006, more than 120 New Services
employees have been transferred internationally (across several continents or regionally).
By encouraging international mobility within the division, New Services aims to:
• prepare young managers to assume responsibility;
• promote transfer and exchange of knowledge and good practices;
• spread a common culture and improve internal coherence; and
• promote the image and values attached to the brand.
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