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Arnaud Foubert, 26
Graduate of CESI (the Centre for Higher Industrial Studies, Rouen)
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"After replying to a job offer, I joined the Paumier Fécamp business unit that specialises in industrial refrigeration in 2004. After three years I was promoted to Project Manager. My job is very varied. A real “one-man band”, I am responsible for the technical, financial and commercial supervision of complex projects. I co-ordinate the on-site and workshop engineering teams, who are drawn from the company’s pool of different skills, and I manage the customer relationship entirely on my own. What do I like most about working for VINCI Energies? The availability of management and the sense of customer service that is present among all employees."
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Morgane Le Henaff, 26
Graduate of ENIB (the National Engineering School, Brest)
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"Since 2006 I have worked as a control engineer in a business unit that is part of the Actemium network (solutions for industry). For the first six months I was on a training and assimilation course during which I found out about several of the company’s business units, life on site, and the “Académie VINCI Energies”, the centre for internal information. At the present time, I develop control systems right up to their final installation for companies in different sectors. I am in daily contact with the operational teams and the customers, which requires a great deal of commitment and reactivity. I am delighted by this as I Iike living life in the fast lane!" |
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Ryad Djellali, 26
Diploma from the INSEEC business school (Lyons)
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"At the end of my internship in the company’s internal audit unit, I was hired as an Administrative and Accounting Manager in a business unit in the Paris region. In addition to its administrative aspects (accounting and finance, taxation, reporting and consolidation and company law), this job provides me with a genuine role of providing advice to business unit and project managers on how to manage and optimise the profitability of projects. VINCI Energies is a company that places great importance on both team work and the autonomy of individuals; everybody is expected to make suggestions and has real responsibility. It is extremely motivating!" |
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> An active recruitment policy
VINCI Energies has an active recruitment policy targeting young people to meet the human resource requirements resulting from the group’s growth and to ensure renewal of the age pyramid. Nearly 3,000 new employees joined the group in 2005, including over 1,000 young people. The group’s European dimension, the diversity of skills and a management culture based on trust, empowerment and accountability create a broad range of opportunities. At VINCI Energies a young engineer can, within just a few years, aspire to become a manager of a business unit with full responsibility for its profit centre.
VINCI Energies undertakes a variety of actions directed towards young graduates and educational institutions, these include partnerships with schools, participation of careers fairs and forums and a work experience for 700 trainees every year, with the opportunity for candidates to apply directly to business units in the group. Every effort is made to make the integration of young recruits into the group a success with induction courses, training, welcome days and tutoring.
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> An ambitious training policy
Training policy is an important factor in adapting to the ongoing changes taking place in the group’s business lines and markets and it offers each employee an opportunity to develop his or her skills. The Académie VINCI Energies, a dedicated training centre, is developing programmes designed to meet the specific needs of the group’s employees in the areas of technical, management, administrative, legal and sales and marketing expertise. In 2006, the Académie VINCI Energies welcomed 3,300 trainees, providing 60,000 hours of training in over 400 sessions.
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> Management : Staff share in the success of their business unit
VINCI Energies has built its management structure, and to a large extent, its success, on the basis of trust. Combined with the principles of independence and accountability, trust is the driving force behind creativity, the willingness to take initiatives and a sense of service. It is the core of the VINCI Energies ethos, both within the group and in its enduring relationships with its customers.
Trust goes naturally with the willingness to share in the success of the business unit. Incentive and profit-sharing schemes are an integral part of this approach and have grown substantially within the group.
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> Ongoing experience and resource sharing
VINCI Energies business unit networking is both an operating principle and a mindset. It is part of the VINCI Energies corporate culture and of the Group’s day-to-day practice, as demonstrated by the dynamic “discussion and proposal groups” and the clubs devoted to market segments and major accounts, technologies being disseminated throughout the Group and other Group-wide management activities. The intranet and in-house magazine Energies, published in three languages, also foster exchange of information.
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> Safety is everybody’s business
Prevention-safety is a major orientation of the Group's social responsibility policy. Thanks to the mobilization of teams and the many prevention actions in the field over the course of two years, frequency and severity rates were reduced by close to one third.
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