APC 2014 Annual Report Download - page 81

SUSTAINABLE DEVELOPMENT
COMMITTED TO AND ON BEHALF OF EMPLOYEES
A collective assessment tool for psychosocial risks was designed
Accomplishments
and integrated into the framework of the professional risk For the second year, Schneider Electric set aside a day to
assessment methodology of the health and safety management recognize and celebrate safety in all of its locations. In 2014,
system. The rollout is now taking place; over 20sites have Schneider Electric added three new elements. First, the Group
launched the process. included a theme «Emergency Planning and Preparedness» in
Specific support was structured in the framework of the prevention which sites conducted training, drills, demonstrations etc. Second,
of psychosocial risks in case of reorganization affecting it included an activity to generate interaction, «Safety Ideas» for
employment (psychological, social and medical support). our employees to identify and implement safety improvements. The
participation and satisfaction was outstanding. For example,
The psychosocial risk prevention program at Schneider Electric
80sites began a safety idea program, within a 6 week timeframe,
France has been selected by the French Ministry of Labor to
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which generated over 1,300ideas. Furthermore, a total of
represent France at the European competition on stress at work at
300sites contributed over 4,000ideas of which 1,500were
the ILO.
implemented. Third, Schneider Electric encouraged its sites to
In our «One Voice» Employee Engagement survey, one question participate in a video campaign «What does safety mean to me».
regards work-life balance: «The balance between my work and my The Group received over 340self produced 15second videos by
personal commitments is right for me». At the end of 2014, the its employees representing 25countries; each region selected the
satisfaction rate is 62% at Group level on this question, which is top 3-5videos which were compiled, edited and distributed as one
above the global rate of employee engagement (61%). video to the employees.
Schneider Electric also continues to receive high recognition both
externally and internally for its strong Health&Safety program.
Recognition received in2014 included 309awards from the
National Safety Council for Schneider Electric sites around
theglobe.
Employee engagement and talent attraction 4.3
Approach Total Employee Experience
Attracting and developing talent is crucial to the ongoing success The Total Employee Experience program is a collaborative
of Schneider Electric. The Group constantly strives to be one of the approach that enables employees to take ownership of their own
best companies to work for, providing the environment and careers. Total Employee Experience provides managers with the
motivation for its employees to take control of their own career tools to manage motivated employees and provides Human
progression – through simple to access training and development Resources to play a strategic role in building a thriving global
resources, while the latest job opportunities are easily visible. organization. It is articulated around seven dimensions: Attract
(Employer branding), Start (Facilitate onboarding and embed
The Group has also a strong focus on ensuring it is seen as a employees in the company’s culture), Perform (Measure
desired employer by top talent externally and the Employer Value employees’ individual performance), Appraise (Focus on feedback),
Proposition is authentic and consistent with the values of the Recognize (Expose and reward employees), Develop (Develop
Schneider Electric brand. As a global organization, Schneider skills and competencies through training and learning culture) and
Electric offers opportunities across a wide spectrum of career Move on (Foster internal mobility and career planning). Each of
paths that make a real difference personally, socially and these dimensions comes with processes and tools.
commercially. By constantly defining the ‘essence’ of Schneider
Electric, careers can be enhanced and potential delivered in line
Action plans
with corporate objectives for the success of all.
Schneider Electric brand values Employee engagement and «OneVoice» survey
Set up in2009, the OneVoice internal survey was designed to
Schneider Electric’s values are the core principles that define the measure employee satisfaction. The survey has evolved to include
Group and its brand: the level of employee engagement on top of employee satisfaction
we Care for our customers, our planet and one another;
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to derive a more holistic view of employee sentiment on the
we Connect our people through a collaborative work
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ground.
environment, focused on our customers’ needs; Our OneVoice survey in numbers:
we Challenge ourselves to be open and flexible and our teams
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100% of employees surveyed twice a year i.e:
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to be innovative and find the right solutions for our customers;
87,000 emails sent,
–
we Commit to make the most of your energy to offer sustainable
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53,000 people reached via «kiosks» on 288 production sites,
–
development to our planet.
2,500 managers receiving a dedicated report;
–
a constantly improving participation rate from 62% in 2011
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to70% in 2014.
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2014 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC