Jobs/skills
Employee integration
In 2008, VINCI companies
maintained the general lines of its human resources management policy:
encouraging apprenticeships, skills development, employee training and
career development opportunities.
Apprenticeship and Mentoring
We give more weight to the energy, curiosity, intelligence and capacities of our young employees than to their diplomas. We therefore make a determined effort to promote work-and-study programmes, with 3,249 young people benefitting in 2008. VINCI also encourages mentoring, the preferred method for passing know-how from one generation to the next. At VINCI Construction France, more than 200 skilled workers, team foremen, general foremen and engineers are "master builders", forming a network of employees chosen for their human qualities and their ability to pass on their know-how. They take newcomers under their wing and smooth the way for their integration. Master builders are given special training with refresher courses every five years. At Eurovia South-West, each newcomer is supervised by a mentor during the integration period. This system has a dual objective: to facilitate integration of new employees through "supervised" on-the-job training and to enhance management of skills among older workers by recognising and capitalising on their expertise.
At VINCI Concessions, especially in the motorway companies, there are more than 300 internal trainers who make sure that employees' skills keep pace with developments.
Organising trainings paths
- The "Welcome to VINCI" induction days
These days bring together newly recruited managers in each region. They are organised by general management and regional directors (pivot clubs), and provide an opportunity for new managers to discover all VINCI's activities and joint initiatives and worksites and to exchange view on practices, strategy and trends across the Group.
- Integration paths
Several VINCI business lines have set up integration paths, a notable example being VINCI Construction France's coaching team system, whereby newly recruited engineers sign up for a two-year programme enabling them to gain experience in two different jobs in two VINCI companies, while also benefiting from training.
The "European incubator"
The principle is to recruit and train young engineers in countries other than their own, and to provide them with the opportunity of acquiring in-depth knowledge of a second European culture and fluency in another language. After this apprenticeship and development phase, they will be in a position to apply their entrepreneurial skills when they return to their country of origin or transfer to another European country. In two years, 88 employees have taken advantage of this very original scheme.
Apprenticeship and Mentoring
We give more weight to the energy, curiosity, intelligence and capacities of our young employees than to their diplomas. We therefore make a determined effort to promote work-and-study programmes, with 3,249 young people benefitting in 2008. VINCI also encourages mentoring, the preferred method for passing know-how from one generation to the next. At VINCI Construction France, more than 200 skilled workers, team foremen, general foremen and engineers are "master builders", forming a network of employees chosen for their human qualities and their ability to pass on their know-how. They take newcomers under their wing and smooth the way for their integration. Master builders are given special training with refresher courses every five years. At Eurovia South-West, each newcomer is supervised by a mentor during the integration period. This system has a dual objective: to facilitate integration of new employees through "supervised" on-the-job training and to enhance management of skills among older workers by recognising and capitalising on their expertise.
At VINCI Concessions, especially in the motorway companies, there are more than 300 internal trainers who make sure that employees' skills keep pace with developments.
Organising trainings paths
- The "Welcome to VINCI" induction days
These days bring together newly recruited managers in each region. They are organised by general management and regional directors (pivot clubs), and provide an opportunity for new managers to discover all VINCI's activities and joint initiatives and worksites and to exchange view on practices, strategy and trends across the Group.
- Integration paths
Several VINCI business lines have set up integration paths, a notable example being VINCI Construction France's coaching team system, whereby newly recruited engineers sign up for a two-year programme enabling them to gain experience in two different jobs in two VINCI companies, while also benefiting from training.
The "European incubator"
The principle is to recruit and train young engineers in countries other than their own, and to provide them with the opportunity of acquiring in-depth knowledge of a second European culture and fluency in another language. After this apprenticeship and development phase, they will be in a position to apply their entrepreneurial skills when they return to their country of origin or transfer to another European country. In two years, 88 employees have taken advantage of this very original scheme.