APC 2013 Annual Report Download - page 87

SUSTAINABLE DEVELOPMENT
COMMITTED TO AND ON BEHALF OF EMPLOYEES
Schneider Electric sponsors the International Student Energy Summit
Schneider Electric was the associate partner of the 2013 International Student Energy Summit that was hosted by the Norwegian
University of Science and Technology. This event gathered more than 400 international students from 64 countries discussing and
challenging the current energy landscape.
Proving that the company truly understands and supports emerging markets, Schneider Electric decided to sponsor the attendance of
students from BRIC countries to participate in the three-day event.
By interacting with students from the world’s leading energy institutions, Schneider Electric showed its commitment to research and
encouraged the youth to brainstorm and articulate creative thoughts about the impact our world will have on the global energy
landscape in the future.
2
Award and recognition Schneider Electric Career Portal – TalentLink
Recruitment
In 2013, the Group ranked among the UNIVERSUM Global Top
As part of the project to centralize the Group’s existing websites
50 of the World’s Most Attractive Employers for the second year
and portals, the Schneider Electric Career Portal has been
running. It ranked 45 among engineering students and has been
updated in the form of TalentLink Recruitment to more effectively
distinguished as an ideal employer in the Engineering and
attract all categories of potential candidates including the internal
Manufacturing industry.
job market amongst current employees. Particular emphasis is
The rankings are based on the nominations of almost 200,000 placed on the Group’s specialization in energy management.
business and engineering students from top universities in the
world’s 12 largest economies: Australia, Brazil, Canada, China,
France, Germany, India, Italy, Japan, Russia, UK and USA. The
research was conducted by Universum, a leading global research
and employer branding consultancy.
Fostering talent and competences 4.4
Connect company program initiatives such as digitization,
Action plans
simplification, growing services business or customized supply
“3E” Program
chain,etc., demand ongoing adaptation and skills enhancement.
Learning, therefore, is at the heart of Schneider Electric’s Human
Resources policy. The “3E” program was implemented to foster optimal skills
development. It involves relevant work experience (Experience),
Approach
managerial coaching and feedback structures (Exposure) and
appropriate training investment (Education).
The Group’s aim is to give all employees the opportunity to draw
Schneider Electric places a strong focus on the Acceleration of its
up a personalized skills and career development plan in
global Talents. As part of this Acceleration, the Group not only
collaboration with their managers, complemented by regular career
focuses on new economies and gender diversity, but also on
and competency reviews. A “3E” tool which guides
enhancing managerial ability to identify and mentor employees who
employeesandmanagers in selecting “3E” activities was also
show exceptional potential.
deployed to some countries.
To this end, performance management tools were deployed at all
Innovation in training
levels of the Group’s organization. These include individual skill
reviews known as Development reviews, annual performance
appraisals, mid-year reviews to assess progress and adjust Collaborative Learning: A number of learning communities utilizing
targets, and “people reviews”. Allof these resources help the web and social media tools to build collaborative learning groups
Group continuously monitor and accurately evaluate individual as are active. These groups are centered on communities with
well as collective performance, and identify high potentials. The use common topics of interest such as New Hires, Action Learning
of these tools has made for more objective and individualized Project Teams, Corporate leadership programs etc.
decision-making in the area of career management, remuneration Digital learning: Some academies such as the Global Supply Chain
and recognition. In 2013, the Group started to work on enhancing or the Offer Creation Academy have been working hard to
these processes through the design and deployment of a new HR transform their in-class offer into e-learning or blended programs.
information system which will be implemented for talent Transversal skills such as foreign language are taught through
management processes during the course of 2014. online self-study while virtual classrooms for online coaching have
been developed to support the “One Leadership” program.
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2013 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC