spie batignolles i activity and sustainable development report 2015 i 58 our sustainable commitments our people career guidance as the group's people are its primary asset spie batignolles human resources policy is based on a global approach to professional guidance and career management occupational development watchdog in accordance with the forward planning for jobs and skills agreement gpec signed in 2013 spie batignolles has set up an occupational watchdog in order to track development in the various branches of the group's activity as a result the pre-emption of occupational developments and the ensuing needs of the company can be factored into the industrial relations process the watchdog defines strategic training targets which are proposed to employees an induction process for new recruits spie batignolles is committed to ensuring that every new recruit is fully integrated into the group several schemes have been set up for this purpose under the alliance scheme newly hired or internally redeployed managers receive guidance from a dedicated sponsor as well as from their superior and hr manager for other employees an experienced employee acts as mentor to ease the transition into their new roles guidance for all appraisal and development reviews and the professional review are annual meetings between employees and their line managers these meetings apply to all managerial blue and white-collar employees skills and development committees meet annually and are made up of business unit managers and human resources staff they plan the future development of each employee and review the skills available in the light of the group's needs and employees aspirations spie batignolles supports internal promotion and provides regular information on job opportunities via the intranet job market page emails and bulletins preference is given to internal candidates provided they have the necessary skills and qualifications a word from elodie serra qse officer progressive skills enhancement i've changed job three times over the course of ten years each time the mobility department was a great help as it assisted me in finding a job that suited my profile i also had the opportunity to monitor major projects like iter and the valence prison and to develop my skills through assignments and projects at the moment i'm working on the paris metro line 14 project at spie batignolles tpci where my induction went very well training expanded regional offer for the spie batignolles academy all spie batignolles employees benefit from a training plan regardless of their occupation level of qualification professional status executive white-collar or blue-collar and age the range of training courses offered by the group is constantly expanding particularly thanks to the spie batignolles academy this hub of sharing know-how and experience transfer is an essential tool for disseminating group culture and strategy around ten trainees per day attend the academy for training 60 of which is provided by in-house specialists trained in teaching techniques 42 in-house specialists 68 of training delivered within the subsidiaries in 2015 the academy helped to disseminate the fondamentaux de spie batignolles via training sessions and expanded its offer of health and safety prevention courses training courses are increasingly being held in-house in the subsidiaries where possible so as to be nearer to the trainees place of work finally and again with a view to expanding its offer the academy regularly develops new training courses and other forms of know-how and skills transfer including tailored operating management courses the creation of forums contract and legal training etc
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