APC 2013 Annual Report Download - page 85

SUSTAINABLE DEVELOPMENT
COMMITTED TO AND ON BEHALF OF EMPLOYEES
plan. Training paths were created and adapted to the needs of the
Accomplishments
businesses. For the first time, Schneider Electric has set aside a day to
In our "One Voice" Employee Engagement survey, one question recognize and celebrate safety in all of its locations. It celebrated
regards work-life balance: "The balance between my work and my its first Global Safety Day on November20, 2013. The purpose of
personal commitments is right for me". At the end of 2013, the the Global Safety Day is to celebrate accomplishments, raise
satisfaction rate is 61% at Group level on this question. awareness, remember those lost, and commit to prevention.
Locations celebrated with remembrances, recognition of
achievement and pledging to commit to working safely.
Schneider Electric also continues to receive high recognition both
externally and internally for its strong Health&Safety program.
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Recognition received in2013 included more than 250 awards from
the National Safety Council for Schneider Electric sites around
theglobe.
Employee engagement and talent attraction 4.3
Approach
tools to manage motivated employees and provides Human
Resources to play a strategic role in building a thriving global
Attracting and developing talent is crucial to the ongoing success organization. It is articulated around seven dimensions: Attract
of Schneider Electric. The Group is working to become the “best (Employer branding), Start (Facilitate onboarding and embed
company” to work for, and constantly strives to provide the employees in the company’s culture), Perform (Measure
environment and motivation for its employees to take control of employees’ individual performance), Appraise (Focus on feedback),
their own career progression, through access to training and Recognize (Expose and reward employees), Develop (Develop
development and the latest job opportunities, and through readily skills and competencies through training and learning culture) and
available resources. Move on (Foster internal mobility and career planning). Each of
these dimensions comes with processes and tools.
The Group is also looking to establish a strong name as an
employer, and communicates around its Employer Value
Action plans
Proposition which is closely aligned with the values of the
Schneider Electric brand. As a global organization, Schneider
Electric offers opportunities across a wide spectrum of career
Employee engagement
paths that make a real difference personally, socially and
commercially. By constantly defining the “essence” of Schneider Set up in2009, the OneVoice internal survey was designed to
Electric, careers can be enhanced and potential delivered in line measure employee satisfaction. The survey has evolved to include
with corporate objectives and values. the level of employee engagement on top of employee satisfaction
Schneider Electric brand values
to derive a more holistic view of employee sentiment on the
ground.
Our “One Voice” Survey in numbers:
Schneider Electric’s values are the core principles that define the 100% of employees surveyed 2x a year i.e.;
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Group and its brand:
87,000 emails sent,
–
We Care for our customers, our planet and one another.
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53,000 people reached via “kiosks” on 288 production sites,
–
We Connect our people through a collaborative work
l2,500 managers receiving a dedicated report;
–
environment, focused on our customers’ needs. a constantly improving participation rate from 62% in 2011 to
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We Challenge ourselves to be open and flexible and our teams
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66% in 2013.
to be innovative and find the right solutions for our customers. Employees are asked to fill out a short questionnaire evaluating
We Commit to make the most of your energy to offer
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their engagement, 6 drivers and their willingness to recommend
sustainable development to our planet. Schneider Electric as a model employer. This process helps the
Total Employee Experience
Group identify key avenues for improving major employee
engagement factors.
Analyzed by country and by unit, the survey results help to steadily
The Total Employee Experience program is a collaborative improve employees’ commitment to processes and projects, the
approach that enables employees to take ownership of their own proper execution of which is crucial to both successfully
careers. Total Employee Experience provides managers with the implementing the Group’s strategy and satisfying its customers.
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2013 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC