Career development: Managing competencies - VINCI Energies

In line with its values, VINCI Energies has an active competency development policy.

Within the VINCI Energies Group, special attention is paid to each employee’s career plan and competency development. Every employee must be given an opportunity to discuss his or her objectives and future career path with his or her supervisor in an individual management interview. This interview fosters better mutual understanding. It provides an opportunity to build a more in-depth relationship between the supervisor and the employee and enhances mutual trust. During the interview, the past year is reviewed and objectives are set for the coming year. The supervisor and the employee also discuss possible career development, training needs and any requests for mobility. This coordinated approach makes it possible to match up the needs of the Group and the aspirations of each of its employees.

Training : Developing human resources

To prepare the future, one of the crucial investments to be made by Group business units is the development of competencies. Training is provided for employees at all stages of their working lives and this enables business units to reinforce their positioning and prepare teams for the challenges that lie ahead. In 2010, nearly 600,000 hours of training were provided in all areas of activity.

The Group’s training endeavour is centred on the Académie VINCI Energies.
Every year nearly 600 training sessions welcome more than 5,000 trainees from among Group employees all over Europe. The Académie VINCI Energies accounts for 10% of all training provided every year.

There are now over 70 customised training courses in the catalogue, covering a broad range of VINCI Energies expertise and jobs. Some instructors are Group employees - project managers, safety managers, administrative staff, etc. This transmission of knowledge is at the heart of the VINCI Energies culture.

At the Montesson site, the 1,200 sq. metre training centre welcomes a large number of trainees from all over Europe.

Mobility

Every employee may aspire to make a change in the course of his or her career and a Group such as VINCI Energies offers broad scope for such moves: geographical mobility to one of the Group’s 900 business units, a new working environment, a different job, new responsibilities, etc. And when an employee expresses interest in making such a move, particularly during an individual management interview, his or her supervisor has a duty to pass this information on and to support the employee in pursuing his or her goal.

Within VINCI Energies, mobility, drives the competency networks and adopts exchanges and dissemination of good ideas. A successful mobility project is rewarding both for the individual and for the Group.