APC 2015 Annual Report Download - page 81

2015 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC 79
SUSTAINABLE DEVELOPMENT
2
COMMITTED TO AND ON BEHALF OFEMPLOYEES
For this section, four key performance indicators have been set in the Planet&Society barometer for the duration of the Schneider is On
program (2015-2017):
Objectives for year-end 2017 2015 2014
1. 30% reduction in the Medical Incident Rate (MIR) 17%▲-
2. One day training for every employee every year 85.6%▲79%
3. 64% scored in our Employee Engagement Index 61%▲61%
4. 85% of employees work in countries with Schneider gender pay equity plan 57%▲-
The 2014 performance serves as a starting value for the Planet&Society barometer of the Schneider is On program between 2015 and 2017.
▲ 2015 audited indicators.
Please refer to pages104 to 107 for the methodological presentation of indicators and the following pages for the analysis of the results
(pages79 for indicator1, 83 for indicator 2, 81 for indicator3, and 88 for indicator4).
Organization
Since2009, the Human Resources Department has been structured
around three principal roles to better respond to their missions:
•HR Business Partner assists managers on a day-to-day basis in
setting out their business strategies and in assessing the human
resource requirements needed to meet their business targets.
HR Business Partner also plays a pivotal role in anticipating
skill requirements and employee development, and in the
management of employee relations;
•HR Solutions creates and develops comprehensive solutions
to the organization’s strategic challenges in key areas, such as
compensation, benefi ts, human capital development, training
and performance management. Regional teams are leveraged to
effectively shadow the Group’s globalised operations;
•HR Operations handles the logistics and administrative
responsibilities relating to payroll, sourcing, mobility and training
programs, mainly through shared service centers designed to
optimize effi ciency and costs.
Since 2012, the Group has created a more coherent HR Business
Partner (HRBP) structure for front offi ces at a country level: all
HRBPs supporting front offi ce businesses report to the Country HR.
The Group put this structure in place for improved coverage and
consistency and for access to a broader local job market. These
HRBPs have a dotted line to their business (line or HR) to respect
and represent what is specifi c about that business. The same
model has been applied to Finance Business P artners.
Business Partners remain attached to the relevant Finance and
HR SVP/VP or Line Manager for: Supply Chain, R&D, Global
Functions, Lines of business.
Regional roles have not been immediately impacted but will be
reviewed by the Group to see if adaptation is necessary.
4.2 Employee health and safety
Approach
Schneider Electric holds the health and safety of its employees,
customers and contractors as a core value. We strive to be
recognised as the leading reference company in the electrical
industry. The Group’s working philosophy is «one person injured
is one person too many». To that end, it continues to build on its
well-established health and safety systems and processes, such
as its Occupational Health & Safety (OHS) management systems
and the Schneider Production System (SPS), to improve upon and
consistently apply workplace safety on a global basis. Its Global
Safety Directives and Employee Handbook set the direction for the
safe manufacture, assembly, and distribution of its products. Its
Safety Mandates are as follows:
•safety is everyone’s responsibility;
•all injuries and occupational illnesses can be prevented;
•management has a responsibility to train all employees to work
safely;
•working safely is a condition of employment;
•preventing safety incidents and injuries contributes to business
success.
Action plans
In 2015, Schneider Electric based its action plan on hazards and
employee injuries, focusing on the following areas:
•fall prevention;
•non-routine work & customer worksites;
•electrical safety and LOTO (Lock-Out Tag-Out);
•road safety.
The resulting action plans have improved the processes and
procedures involving working at heights, job site safety, electrical
safety, and the safe working on customer worksites, which has led
to consistent, global application of these practices.