What does it mean for the Group to have all its countries certified Great Place To Work in 2024?
First and foremost, it is a source of great pride for the Group. It bears witness to a clear understanding and a consistent approach to the process wherever we operate. Real progress was made this year in both local and global communications, leading to improved delivery of the company’s values and strategy. The good results obtained in the survey questions on respect and comradeship prove that the subject is a “ living part ” of daily work in the local branches. We have also seen this with the successful uptake of the local QWL (Quality of Working Life) weeks organised in conjunction with Group-level activities.
What have been the main issues addressed by Human Resources in 2024?
There have been lots. First of all, from a structural viewpoint, we have continued to deploy our new HRIS, particularly for training and for annual and professional interviews. We have also been working on a better structure for recruitment, with implementation scheduled for April 2025. Ultimately, our goal is to align all HR processes at Group level. In this spirit of building a common framework, we have defined HR KPIs that will enable indicators to be read across the Group and reported monthly from 2025 onwards.
From an organisational viewpoint, we have renewed our disability agreement, with the involvement of our elected representatives. The aim is to increase the presence of local disability advisors to improve the support provided to the employees concerned and dispel certain misgivings. Finally, we have stepped up training for field managers with the roll-out of stand-up meetings, and we have intensified training for customer relations managers, focusing on the handling of interactions, including at difficult times.
What are the major projects and challenges for 2025-2026?
Development of our new HRIS will continue, supporting various HR processes (People Review, Succession, etc.). We will also be modernising our payroll system in France, with operational implementation scheduled for July 2026. This is a pivotal project, as it will enable us to work on harmonising our HR databases, job classification and job mapping. Beyond payroll, this project aims to improve the onboarding of future employees by simplifying their administrative procedures, but also by sharing value-added content via a platform to facilitate their integration. France will play a pilot role in this project, before deployment in Switzerland and Germany.
Last but not least, improving the visibility of vacancies both internally and externally is an important lever for capitalising on our talents or seeking them out externally. We would like to implement a more systematic follow-up of opportunities to optimise career paths within the Group.
Finally, in the years to come, we will continue to digitise HR processes, progressively including international branches in the process. All these projects aim to structure and modernise our procedures to support the Group’s growth.
