APC 2011 Annual Report Download - page 75

REGISTRATION DOCUMENT 2011 SCHNEIDER ELECTRIC 73
SUSTAINABLE DEVELOPMENT
2
COMMITTED TO AND ON BEHALF OFEMPLOYEES
Approach
Schneider Electric is working to become the “best company” to
work for, as rated by its employees, and conducts a survey of
employee satisfaction every quarter.
The Group also is looking to establish a strong name as an employer
and is communicating around its Employer Value Proposition, which
are closely aligned with the values of the Schneider Electric brand.
Action plans
Employee satisfaction
Set up in 2009, the One Voice internal satisfaction survey is carried
out on a quarterly basis to take the organisation’s pulse worldwide.
The survey methodology used is similar to that used to measure the
Group’s customer satisfaction.
Specifi cally, all employees are asked to fi ll out a short questionnaire
evaluating their engagement and their willingness to recommend
Schneider Electric as a model employer. This process helps
the Group identify key avenues for improving major employee
engagement factors.
Analysed by country and by unit, the survey results help to steadily
improve employees’ commitment to processes and projects, whose
proper execution is crucial to both successfully implementing the
Group’s strategy and satisfying its customers.
A key performance indicator for the Group, registered in the Planet
& Society Barometer, was to increase by 14 points the Company’s
employee recommendation score between 2009 and 2011. At the
end of 2011, the goal was exceeded with 32 points of increase.
In 2011, 146,049 cumulated employees answered to the One
Voice survey by email and 35,959 employees in plants worldwide
answered by paper or kiosk in 51 different languages (53% global
participation). This refl ects a very high level of engagement (87%
indicated they were willing to give extra effort to help the Company
meet its targets).
In 2011, the Group introduced further improvements to the
reporting of One Voice. Since Q1 2011, managers with a minimum
of 20 employees in their reporting organisation receive a One
Voice result specifi cally for their team through a dedicated on-line
results dashboard. Two questions of the survey focus on team
communication regarding One Voice results and ensuing action
plans. This encourages and helps drive detailed action planning at
all levels of the organisation.
In 2012, new questions will be added to the survey that will give
the Group a detailed Employee Engagement Index. This will allow
Schneider Electric to benchmark its employee engagement level
against other companies in its Industry.
Employer Value Proposition
After launch in 2008 as part of the One program, the drive to deploy
a strong employer brand was stepped up in 2009, 2010 and 2011.
Schneider Electric becomes a distinctive employer of choice. It is
recognised as a highly attractive global company offering a friendly,
fl exible, creative and dynamic work environment, ensuring the
development of its people and the sustainable development of the
Planet and Society. Schneider Electric’s Employer Value Proposition
creates the emotional link with Schneider brand value which enables
to attract diverse young potentials and professionals.
Universum rankings
Universum is a research company that helps global corporations
understand their employer branding positioning in each country
they are operating. Universum annually surveys over 300,000
students regarding their career preferences, career goals and
image perception of their ideal employers. The study is conducted
in 27 countries and involves more than 1,500 universities. In 2011,
Schneider Electric participated for the fi rst time in Universum
ranking survey in business and engineering schools.
Universum Country Ranking at targeted schools has been a major
achievement: France, China, Russia and Turkey are targeting to be
positioned in Top 25; USA, Brazil, India, Germany, Mexico, Poland
and Golf countries are targeting in Top 50 in engineering rankings
by 2014. Universum Business rankings show a positive trend. In the
meantime, Brazil has won the best employer of choice.
Partnerships with universities
Multiple partnerships have been set up with the world’s largest
universities, including Moscow Power Engineering University,
Cairo University, INSEAD, HEC, ParisTech, Supelec, BMS College
of Engineering (Bangalore), Shanghai JiaoTong University, Peking
TsingHua University, University of Toronto, University of California
Berkeley and Northwestern University Kellogg. In 2011, global
target universities were identifi ed by business units and HR leaders
to better refl ect the Group’s geographical locations and the new
skills that it needs to develop in the area of energy management.
Partnerships with prestigious laboratories such as MIT were signed.
Go Green in the City
Launched in 2011 by Schneider Electric, Go Green in the City is an
international case challenge for university business and engineering
students around the world to fi nd clever solutions for energy
management. It is well-recognised as a global employer branding
initiative to attract female graduates for internship or recruitment
in 8 strategic countries: Brazil, Russia, India, China, France, USA,
Germany, and Turkey; and in more than 80 targeted schools.
Thesecond edition was launched in January2012 and is open to
more than 90 selected universities in 9 countries (with Poland).
As in its fi rst year, candidates are asked to present a case study
on the subject of energy solutions in the city. In pairs, with at
least one woman, students must propose viable solutions of
energy management in fi ve key areas of a city: residential areas,
universities, trade, water and hospitals. The best proposals will
reconcile increased demand for energy, social progress and
environmentalprotection.
4.3 Employee engagement and talent attraction