Carrefour - 2017 Registration Document

CORPORATE SOCIAL RESPONSIBILITY Carrefour’s human resources policy 2017 REGISTRATION DOCUMENT | CARREFOUR 2. 72 Developing employees’ skills 2.5.2 Employee motivation depends particularly on professional development achieved on the career path or through training, as well as the balance between work put in and compensation. In 2017, the Group continued to create employee development plans that match the Group’s human resources and strategic goals: digital technology, management and fresh produce. Strengthening the digital innovation culture Digital innovation has been a core focus of the Group’s strategy for several years. All countries where Carrefour operates are developing programmes and/or tools to help employees better understand digital environment and culture. The international “digital pathway” was set up in 2016. Since 2016, Carrefour has developed relations with start-ups to offer employees an innovative work experience in line with the expectations of younger generations. The department is also giving employees the opportunity to discover new work practices by running pilot schemes on a small scale. These schemes can then be rolled out to a larger audience if they prove to be conclusive and particularly worthwhile. The Graduate Digital programme in France, launched to recruit future digital experts for the Group, includes a three-month start-up immersion course. Examples in 2017 Carrefour Italy designed the Digital Calendar training ● programme, backed by a three-year rollout plan, aimed at all managers to develop a digital culture throughout the organisation. Launched in May 2017, the first initiative was to transform the e-campus and online training in line with a focus on innovation. Carrefour France launched a digital mentoring programme to ● support digital transformation by harnessing the existing skills of digital experts. Carrefour France also introduced the “digital bus”, which travels throughout the country to promote a digital culture in stores. Employees can benefit from a day of training on the topic. Carrefour China developed a micro-learning application, ● "Anywhere, anytime, anybody, anyway" (LE XUE FU DI), designed to deliver training content anywhere, anytime. Carrefour Spain launched in partnership with ISDI, digital ● business school, a training programme dedicated to Comex members (2 days) and to directors/managers (5 days). The programme is focused on digital ecosystem, big data, mobile and social media. Developing orientation plans and enhancing managerial skills Attracting talent via effective recruitment communications and valuable partnerships with schools is a priority for the human resources teams. Carrefour also focuses on the quality of hiring and integration conditions to maximise every individual’s chances of getting off to a good start in their new job. Since managing a team is a complex task, Carrefour provides special training and support programmes to assist managers in developing their leadership skills. Examples in 2017 The “Management development program” is a training course ● initiated by Carrefour Taiwan for managers to provide them with the tools they need to succeed in their job and prepare them for their future role with the Company. Carrefour Romania completed the second part of the ● programme begun in 2015 for hypermarket managers. Managers benefited from the Feedback 360 tool in 2015 and 2017, following training and personalised coaching courses in between that were adapted to suit the needs identified as a result of the 2015 questionnaire. Carrefour Brazil expanded its range of training courses by setting ● up the Universidade, focusing on three areas: leadership, innovation and business. An initial training programme was launched for senior executives. Carrefour Spain developed a reverse mentoring programme to ● encourage the exchange of skills between young recruits and directors. Increasing professionalism in the fresh produce segment Carrefour makes fresh produce a core component of its strategy and is aiming to maintain its leadership in this segment. Initiatives to achieve this goal are taken in every country. Examples in 2017 The Carrefour Poland training centre has trained 398 managers ● for its hypermarkets since 2015. As part of the training course implemented in conjunction with the French Chamber of Trades and Crafts (CMAP), nearly 74 employees were trained to become butchers, pastry chefs and bakers and were awarded professional certification. Carrefour Spain launched the Fresh Produce Academy, a novel ● training programme designed to restore professionalism in jobs involving fresh produce. In all, 47 employees participated in the five-week programme, representing a total of 9,165 hours of training.