APC 2007 Annual Report Download - page 89

87
4
Business review
Training
Training costs by type of training
(percent) 2005 2006 2007
Health, safety, environment 8.9% 7% 6%
Technical 33.3% 30% 26%
Foreign languages and IT 13.1% 13% 17%
Management
and leadership 24.7% 31% 30%
Other 20% 19% 21%
Breakdown by category
(percent) 2005 2006 2007
Training costs
White collar 88.4% 77% 79%
Blue collar 11.6% 23% 21%
Training hours
White collar 70.4% 68% 72%
Blue collar 29.6% 32% 28%
Main topics
(percent) 2006 2007
Health, safety, environment 8.5% 8.7%
Technical 19.0% 17.3%
Foreign languages and IT 13.5% 13.4%
Management and leadership 12.1% 13.7%
Manufacturing 9.9% 9.6%
Average number of hours of training per employee
(in hours) 2005 2006 2007
White collar 38* 33* 34
Blue collar 17* 22* 17
* 2006 data has been adjusted to reflect reporting errors.
2005 and 2006 data, initially expressed in days, has been
restated in hours on the basis of 1 day = 8 hours.
The average number of hours of training per employee
stood at 27in 2007 versus 28 in 2006.
Training policy
Schneider Electric’s training policy is designed to develop
and lock-in talented men and women whose skills will help
the Group meet its strategic objectives, in keeping with
trends in its markets. Major paths include:
Developing competencies and changing behavior.
Allowing team members to anticipate and manage on-
going change.
Deepening team members’ integration in their function
and in the Company.
Tracking and evaluating the return on investment in train-
ing.
Meeting current and future needs for improving per-
formance.
Schneider Electric University
One of new2’s priorities is to deploy a shared vision and to
develop the Group’s talents.
Schneider Electric University plays a major role in this area.
Two new institutes were created in 2007 dedicated to Fi-
nance & Control and Human Resources, with the goal of
deploying shared resources for these horizontal functions.
In all, 1,837 team members representing 71 nationalities
attended the University’s leadership development and ex-
pertise building seminars in 2007. The number of women
participants increased by 155%.
Some 7,000 employees took e-learning courses during the
year, mainly to improve team management and English
skills, and more than 6,000 benefited from locally deployed
programs.
Training (France)
Breakdown
(percent) 2006 2007
Men/women
Women 28% 32%
Men 72% 68%
Category
Engineers and managers 28% 33%
Supervisors, administrative
and technical staff 40% 38%
Line employees 32% 29%
Health and retirement coverage
2006 2007
Supplementary coverage
offered by the Company*
Unemployment 5.2% 4%
Social security pension benefits 26.1% 32%
Supplementary pension benefits 35.2% 45%
Work accidents – benefits in kind 12.4% 13%
Work accidents – cash benefits 19.3% 18%
Illness – benefits in kind 35.4% 42%
Illness – cash benefits 41.3% 51%
Life insurance (death
coverage and survivor benefits) 60.8% 64%
Disability 49.6% 51%
Family allowances - benefits 16.0% 17%
* Percentage of units declaring that they offer supplementary
coverage in relation to current legislation for the items listed.