APC 2015 Annual Report Download - page 83

2015 REGISTRATION DOCUMENT SCHNEIDER ELECTRIC 81
SUSTAINABLE DEVELOPMENT
2
COMMITTED TO AND ON BEHALF OFEMPLOYEES
Each quarter, a safety topic is selected as a focus area for the
quarter. A global community work together for a number of weeks
to prepare a wide range of communication material including CCTV
monitor slides, training slides, bulletins, posters, leader briefi ng
cards, video and promotion images on the topic. The material is
promoted through each region and widely used.
Focus on Well-Being
In 2015, the HR team led a program called Employee Well-being.
The program takes a holistic view of well-being including the four
dimensions Physical, Mental, Emotional and Social. It deals with
this under fi ve pillars: 1) Health & Wellness, 2) Workplace («Cool
sites 2.0»), 3) Organisation Culture, 4) Leadership, 5) Flexibility @
work. The program used «crowdsourcing» to collect ideas from
as many employees as possible. Actions from the program will be
visible in 2016.
Accomplishments
For the third year, Schneider Electric set aside a day to recognize
and celebrate safety in all of its locations globally. The theme for
Global Safety Day 2015 was Road Safety, with the slogan «Stay
Alert and Stay Alive». Two activities were promoted. The fi rst was a
solutions sharing campaign where all sites were invited to share the
best solution that they had implemented in 2015. We received over
600 solutions and selected the top 5, which we shared through our
company social media portal, called Spice, where we received over
1,000 hits.
The second activity was #Arrivealive campaign, where all
employees were invited to share their road safety pledge on Spice.
2, 114 pledges were posted, including a pledge from our CEO on
road safety. A survey was carried out afterwards to measure the
participation rate. The results were amazing, 456 sites participated
in the Global Safety Day event.
4.3 Employee engagement and talent attraction
Approach
Attracting and developing talent is crucial to the ongoing success
of Schneider Electric. The Group is working to become the
« best company » to work for, and constantly strives to provide
the environment and motivation for its employees to take control
of their own career progression, through access to training and
development and the latest job opportunities, and through readily
available resources.
The Group is also looking to establish a strong name as an employer,
and communicates around its Employer Value 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 paths that make a real difference
personally, socially and commercially. By constantly defi ning the
«essence» of Schneider Electric, careers can be enhanced and
potential delivered in line with corporate objectives and values.
Schneider Electric brand values
Schneider Electric’s values are the core principles that defi ne the
Group and its brand:
•we Care for our customers, our planet and one another;
•we Connect our people through a collaborative work environment,
focused on our customers’ needs;
•we Challenge ourselves to be open and fl exible and our teams
to be innovative and fi nd the right solutions for our customers;
•we Commit to make the most of your energy to offer sustainable
development to our planet.
Total Employee Experience
The Total Employee Experience program is a collaborative approach
that enables employees to take ownership of their own careers.
Total Employee Experience provides managers with the tools to
manage motivated employees and enables Human Resources
to play a strategic role in building a thriving global organization.
It is articulated around seven dimensions: Attract (Employer
branding), Start (Facilitate onboarding and embed employees in
the company’s culture), Perform (Measure employees’ individual
performance), Appraise (Focus on feedback), Recognize (Expose
and reward employees), Develop (Develop skills and competencies
through training and learning culture) and Move on (Foster internal
mobility and career planning). Each of these dimensions comes with
processes and tools.