APC 2014 Annual Report Download - page 84

2SUSTAINABLE DEVELOPMENT
COMMITTED TO AND ON BEHALF OF EMPLOYEES
Talent management and performance management processes reach «One day training per year for all».
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were brought together during 2014 via the deployment of a new Many activities were organized such as webinars and workshops
integrated HR information system called TalentLink. This system on key subjects, collective e-learning, market place, roundtables
will allow significantly improved data management and analytics in with leaders, training courses, employee initiatives to teach
the areas of strategic workforce planning and talent management; professional and personal subjects to colleagues, games,
it will also improve the matching of resources to demand regarding contests, selfies on Spice (our social network), etc. Over 50,000
learning in the different parts of the organization. employees actively participated. Consolidated results from the
Learning week confirm our success:
Action plans
70% of respondents satisfied (2,428answers, including
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620managers and 1,808individual contributors);
Innovation in training
73% are likely to recommend the Learning week to a friend or
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colleague;
Research shows that building and sustaining a high-impact 91% of respondents think that Learning weeks should continue
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learning culture are smart business, both in short-term business to be organized in the future;
performance and long-term business growth. Because we want to 384,000 training hours were registered in October, which is the
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achieve our business goals and stand above the competition, we highest monthly record of the year 2014 (average monthly
know we must invest in our people and prepare them for the future progression: 192,000hours).
with the right set of skills. The innovations that Schneider Electric
conducted in 2014 are solid steps in that direction. Collaborative Learning: a vote was organized to celebrate the
most active learning communities utilizing web and social media
First, The Group progressed on its digital journey: tools to build collaborative learning groups. These groups are
Offline player: My Learning Link now offers an Offline player for centered on communities with common topics of interest such as
e-learning. It enables users to download courses when they are on New Hires, Action Learning Project Teams, Corporate leadership
the network, and play them later offline, wherever they are, programs etc. New groups were also launched such as that for
connected or not. This is a first step towards a more convenient Front Line Managers.
and flexible learning experience. Only a small part of the catalog is «3E» program
currently available offline, but this list will extend as time goes by.
The 3E program was implemented to collect local existing
Mobile devices: the Group has finalized studies to define action practices on how to create individual development. It involves
plans to increase the number of learning offers accessible through relevant work experience (Experience), managerial coaching and
mobile devices. The first courses on tablets and mobile phones will feedback structures (Exposure) and appropriate training investment
be launched in June2015. (Education). The generic 3E playbook for the 19 cross-functional
Digital learning: academies (see «Organization» below) and competencies provides ideas for concrete individual development
countries have continued their actions to transform their in-class actions. The 3Es have been integrated in the new HR information
offer into e-learning or blended programs. As of end-2014, system, under the employee individual plan. The Group’s aim is to
Schneider Electric learning catalogue encompasses give all employees the opportunity to draw up a personalized skills
20,000learning objects including 11,500 on-line courses and solid career development plan in collaboration with their
(e-learning, quizzes, tests, videos). managers.
Secondly, Schneider Electric has successfully experimented new
Organization
approaches:
MOOC pilot: in May, the Group launched a proposal through its
Global academies
social network Spice to invite employees to follow 3 pre-selected
MOOCs (Massive Open Online Courses) on Strategy, Leadership
and Global trends. Of the 250employees who indicated interest, The academies’ curricula are built using the outcome of workforce
24% fully completed their selected MOOC. Thanks to good planning (see page84). Schneider Electric benefits from a network
selection of topics and right internal project facilitation, this of Learning Solution internal consultants. They are in the different
completion rate was 3times higher than the market average geographies and support managers and HR officers in identifying
completion rate of 7%. All learners found the key learning useful the relevant Learning Solution for the needs of their employees.
and applicable in their current job and would recommend MOOC Few examples:
for future learning at Schneider Electric. As a next step, selected Global Supply Chain (GSC): the Global Supply Chain Academy
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MOOCs will enrich and complete Schneider Electric academy is providing every professional within the GSC function the
portfolio, supporting its digitized learning culture and creating real opportunity to learn and develop their functional knowledge,
value. capability and competencies in the seven domains of Safety and
Learning week: for the first time ever, the Group organized a Environment, Customer Satisfaction&Quality, Purchasing,
Learning week which was held worldwide from October 13 to 17th,Manufacturing, Supply Chain Planning, Logistics and
with 3 main objectives: Industrialization. In 2014, 40new learning offers where launched
on strategic topics, 90% of them being e-learning; more than
foster a culture of self-development: I learn and I enjoy;
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80% of GSC employees did more than 1day training and
share with colleagues, experts;
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10,000white collars did more than 5hours of digital learning;
82 2014 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC