APC 2012 Annual Report Download - page 77

2012 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC 75
SUSTAINABLE DEVELOPMENT
2
COMMITTED TO AND ON BEHALF OFEMPLOYEES
The Group’s aim is to give all employees the opportunity to draw up
a personalized skills and career development plan in collaboration
with their managers with career and competencies reviews. A 3E
tool which guides employees&managers in selecting 3E activities
was also deployed to some countries.
Schneider Electric University
Schneider Electric University offers courses that build knowledge
and skills across the organization in technical, solutions, supply
chain, and leadership competencies. All of this training is offered
through a blended learning of class room and e-learning facilities. All
training modules are assessed by the participants on the quality of
the content, the teachers, the format and related logistics.
Eight Group campuses worldwide are dedicated to employee
training: the US (Chicago and Boston), France (Rueil-Malmaison
and Grenoble), China (Beijing), India (Bangalore), Brazil (Sao Paulo),
and Russia (Moscow).
“One Champion” e-learning portal and “My Learning Link”
The One Champion e-learning portal was launched in 2009 to
ensure that all Schneider Electric employees have access to the
same e-learning programs. It has served this objective well through
the years: In 2012, around 30,300 employees consulted One
champion, compared to 14,000 in2011, a 117% increase. But the
time has come for it to be replaced by a global cloud computing
platform covering all our employees and training contents.
My Learning Link
In 2012 we purchased and installed a global platform so that
Schneider Electric employees all over the world can have access
to learning. My Learning Link is not only a direct replacement to
One Champion, but also integrate e-learning, webinars, social
learning & classroom learning under one platform. This will bring
the standardization of all entitles, functions and geographies under
one learning platform, replacing more than 14different systems in
use. Plans are also being worked on to extend this platform to our
partners and customers.
The deployment will happen in phases until end 2013:
•since September 2012, 120,000 employees can access more
than 500 e-learning modules;
•since December 2012, our North America Operations, IT
Business (globally) also successfully migrated their classroom
and webinars management onto My Learning Link;
•China Operations in the same context goes live on January 1st2013.
We aim to complete the full global deployment of these functionalities
by the end of2013.
From September to December2012, 11,000people have already
connected to this new My Learning Link platform and completed
28,000 training modules representing more than 24,000hours of
on-line learning.
In line with our Connect initiative to lower our carbon footprint, a
number of programs were launched in2012 to increase adoption
of e-learning. More than 80learning paths have been created from
these courses to develop soft skills in different fi elds.
This platform will progressively become the single global Schneider
learning offer repository and will give, besides e-learning, access
as well to in-class and web-based instructor led training sessions.
In2012, My Learning Link is already covering all learning types of
training in North America as well as global certifi cation paths.
This new platform is instrumental to develop the skills of our
workforce at all levels, supporting business strategies by targeted
learning activities as well as enabling them to become a stronger
actor in their own development.
Engaged Individuals
As a part of Connect program, Engaged Individuals program
was launched. The objective of the program was to create an
environment where individuals take charge of their own career. As
a part of the program, a global Mentoring program was launched in
October2012. Mentoring philosophy, tools and training have been
launched and are being implemented globally.
In Connect program, a specifi c initiative has also been launched to
foster internal mobility. Schneider Electric has made its internal job
postings visible to most of the employees through the TalentLink
recruitment tool. This tool is planned to be fully deployed in2013.
The mobility guidelines have been communicated to accelerate
the cross entity mobility which is measured by a yearly KPI. To
encourage mobility at different levels, several mobility committees
have been set up at country levels. The Group has also started to
design career paths for some key functions to give visibility to the
employees.
Engaging Leaders
Another key component of Connect is the Engaging Leaders
program. In order to help foster more employee engagement,
Schneider Electric is focusing on helping leaders become more
“engaging leaders” and drive employee engagement. With this
program, we launched the “8 Schneider Electric Leadership Habits”.
These leadership habits are focused on managing people to create
high performing teams. In addition to the leadership habits, the
Group launched two programs, one focusing on creating a stronger
feedback culture, and the second on redesigning our Leadership
Competencies.
Energy&Solutions University
The HR organization in charge of Learning & Development
partnered with the Solutions & Strategic Customers Department
and the business leaders to develop the Energy & Solutions
University, in order to accelerate the development of strategic
skills in solutions and services. Certifying career paths are offered
to employees (account managers, sales representatives, solutions
architects, projects and services teams, etc.). At end of 2012,
3,501people in 60countries have received a certifi cation and more
than 10,000people are enrolled in the certifi cation path.
Leadership Development
“One Leadership”, a suite of programs addressing the learning
needs of managers and regional talents, was deployed on a
global level by the Leadership Academy. During 2012, about
3,300managers from all countries participated in the different offers
for managers and senior managers.