APC 2009 Annual Report Download - page 59

2009 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC 57
SUSTAINABLE DEVELOPMENT
2
SOCIAL PERFORMANCE
In 2009, more than 40% of the Group’s employees had been through
the performance review process and received a corresponding skills
development plan.
Schneider Electric offers an appealing array of training options,
including leadership programmes at Schneider Electric University
and through partnerships with such prestigious institutions as
Harvard Business School and HEC. Employees also have access
to training in specifi c skill-sets through courses developed by the
Group’s global skills centres (marketing and sales, human resources,
fi nance, manufacturing and supply chain operations), as well as to
more general training.
All of these programmes are offered according to the same basic
format, combining standard classroom training with e-learning.
Courses are held at fi ve in-house training centres , located in Chicago
and Boston in the US, Rueil-Malmaison and Grenoble in France,
Beijing in China and Bangalore in India.
As part of the One Team initiative, customised e-learning modules
were launched in 2009 to provide employees and managers with
training-on-demand solutions for such strategic topics as energy
effi ciency, the Group’s values, gender diversity, health and safety and
talent management. With one such module, the Group was able to
certify the energy effi ciency knowledge of 10,000 employees. Unique
to the organisation , these modules represent a strong addition to an
e-learning offering of more than 100 courses, all of which are adapted
to the Group’s specifi c needs.
Training budget by type of training
(in %) 2009 2008 2007
Health, safety and environment 9.9%* 8.2%* 6%
Technical 33.5%* 27.5%* 26%
Foreign languages and IT 14.9%* 17.8%* 17%
Management and leadership 26.2%* 25.6%* 30%
Other 15.5%* 20.9%* 21%
* Data cover more than 80 % of the workforce.
Training by category
(in %) 2009 2008 2007
Training costs
White collar 75%* 77%* 79%
Blue collar 25%* 23%* 21%
Number of hours
White collar 62%* 68%* 72%
Blue collar 38%* (2) 32%* (1) 28%
* D ata cover more than 80 % of the workforce.
(1) Data include service DVC headcount, 11% of all DVC .
(2) Data include service DVC headcount, 14% of all DVC .
Average number of hours of training per employee
(in hour ) 2009 2008 2007
White collar 29* 36* 34
Blue collar 19* 19* 17
* D ata cover more than 80 % of the workforce.
The average number of hours of training per employee is 24. 3▲ in 2009 as comparated to 28.6 hours in 2008 .
▲ 2009 audited indicators