Jobs/skills

Personalised training

VINCI's training system combines decentralised organisation with the determination to develop and exploit synergies within the Group. Each business line has set up its own training centre offering programmes tailored to its particular activities and needs. In 2008, employees of the different subsidiaries received an average of 19 hours of training, an increase of 58% over five years. In 2008, training represented an investment of more than €129 million, an increase of 16% compared with 2007, with a strong emphasis on accident prevention and safety. VINCI Construction France introduced a two-day training course called "Attitude Prévention", which aims to bring about a sea change in behaviour. All VINCI Construction France employees will have attended this course by 2010.






THE VINCI ACADEMY

Management Forums

These training seminars target high-potential employees. They are organised in small working groups that focus on honing the managerial skills of future senior managers.


The "Entretiens de VINCI"

Senior managers are invited to reflect around a wide range of topics covered in a series of lectures delivered by high-level experts.


CESAME –VINCI CONSTRUCTION FRANCE


VINCI Construction France offers its employees a wide choice of internal training programmes and interactive media.

The Cesame (Centre for skills and jobs) network brings together VINCI Construction France's training centres. It organises training sessions and periodical events such as the "Journées Techniques" (technical seminars taking place three times a year). Drawing on a catalogue of 110 training modules in all fields, Cesame proposes and conducts training sessions at the request of VINCI Construction France companies but also for outside clients such as the temporary worker recruitment companies working under framework contracts with VINCI. In 2007, 7,300 employees attended a training course in one of Cesame's 10 regional centres: Saint Nazaire, Saint Vulbas, Romagneu, Négrepelisse, Rouen, Plan de Campagne, Nanterre, Marolles-en-Hurepoix, Melun-la-Rochette and Douai.

Twelve years ago,  VINCI Construction France set up LEO, a digital construction know-how bank – a collection of video sequences detailing all the business line's practices (foundations, civil engineering, rehabilitation, prefabricated construction, masonry, etc). Published in the form of thematic DVDs, continually updated and made available to all VINCI entities, LEO can also be used to create tailor-made assemblies of sequences to support a training programme. In this way, trainers can create their own training resources by selecting the topics and documents of interest to them, from a total of 19 hours of film, a large collection of documentary sheets (600 for works supervisors, for instance), exercises and a glossary providing definitions and links to other chapters. This tool can be accessed on the company's intranet.


THE VINCI ENERGIES ACADEMY

The VINCI Energies internal training institute was set up some 15 years ago. In 2007, it offered more than 60,000 hours of training to 3,490 trainees.

The Academy offers training modules delivered by VINCI experts in three five-day sessions, with seven sessions organised every year. They address the specific needs of VINCI Energies employees and factor in the Group's European dimension, as illustrated by the creation of the VINCI Energies Academy in Germany.

The training sessions allow employees to hone their skills in marketing, commercial, management, legal and social issues. Some of these sessions invite trainees to put together an innovative project based on a specific invention. At the end of such training sessions, the two best projects are selected and awarded a prize. Employees can consult the training catalogue and enrol online on the VINCI Energies intranet.


EUROVIA'S INTERNAL TRAINING CENTRES


At the beginning of 2006, Eurovia opened a new training centre in Bordeaux devoted exclusively to management. This skills centre located next to the research and development centre will organise more than 120 training sessions a year focusing on worksite supervisory and management skills.

The GRIF (Road industry training group) training centre in Gevrey-Chambertin (Côte d'Or) caters for workers and skilled workers keen to upgrade their skills in one of the 83 training modules given by in-house and outside trainers. In 2007, more than 90,000 hours of training were offered to almost 2,100 trainees on themes such as basic road industry techniques (urban development mason, road worker, site equipment driver, etc.), management and accident prevention and safety. Eurovia also offers a 16-week training course spread over two years allowing young workers to obtain approved qualifications as roadwork masons.


VINCI PARK SCHOOL


The VINCI Park School is the first training centre dedicated exclusively to the car parking business. It was set up by the company to meet the challenges of an industry that is adopting a more professional approach by developing a services dimension. To respond more closely to the expectations of local authorities, motorists and its employees, the company first carried out an audit with the assistance of the Accor Services Academy, whose philosophy and experience are close to those of VINCI Park. This analysis enabled us to establish a common project based on a corporate culture unified around the values of service and customer relations. More than a technical training centre, the VINCI Park School is a genuine business school for the parking industry. It organises training modules taking in the specific disciplines related to this business sector around two major themes: commercial strategy and management. Trainees can obtain qualifications allowing them to apply for positions of responsibility within the company. These diplomas help them move up through the ranks and give them priority in applying for vacant positions.


CAMPUS, THE MOTORWAY TRAINING SCHOOL


Campus has enriched its offer training, now offering 18 route trades (against 8 in 2006). All trades and exploitation are represented and bridges between different trades are better identified. The training plan is organized around 3 guidelines:

- 21 courses trades that allow an evolution of collaborators within their activity.
- 3 theme which respond to a joint request of the employee and supervisor of a need identified during the annual maintenance.
- Master Campus which aims to bring together prospective employees around different formations oriented management. Participants have originated all entities pole. This training will enable them among other groups develop their culture, their own network for the exchange and sharing.