Universal Registration Document 2022

4.1.2 Developing skills, experience and careers

4.1 Priority #1: Diversity, Equity & Inclusion And Social Justice

4.1.2 Developing skills, experience and careers

4.1.2 Developing skills, experience and careers

With Career Settings, the HRIS deployed throughout the Groupe for two years, the HR/Talent teams have a workforce management tool that provides a detailed analysis of needs in countries, by business line, by agency, by type of project. This analysis makes it possible to anticipate needs for training (including upskilling and reskilling), recruitment, professional development, in a quantified and planned manner, knowing that the Groupe and its employees are constantly on the move in order to better meet client expectations. This tool is also used for team composition to ensure that several areas of expertise and/or experiences can work together. This tool and the qualitative work carried out in parallel also make it possible to prepare the next generations of Groupe managers and executives, to monitor the development of their skills and expertise, in order to help them acquire new ones if necessary.

Since 2021, a Groupe course called "L'Avenue" has been set up to mark the first 133 days of newcomers. It consists of several modules: face-to-face meetings with the Groupe’s managers, online training sessions, workshops and social events to build a sense of belonging to the Company’s team.

2022 demonstrated the central role that the Marcel platform plays in supporting teams in terms of learning, by enriching the content and opportunities offered at Groupe level around the world. Marcel fulfills several roles, including an essential one for training, with Marcel Classes. This training serves all employees and the business’ strategic plan in order to keep the learning culture alive.

 

This diagram shows the learning and development with Marcel Classes in 2022.

  • 1,742,339 hours of training were provided during the year
  • 89% of employees received training equivalent to 21 hours per capita.
  • Coding programming, Software, Engineering, Algorithms: 24.6%
  • Professional development, Personal development, Soft skills: 21.6%
  • Business know-how, Business Acumen: 19%
  • Integration, Internal culture: 10%
  • Strategy, Consulting: 6.4%
  • 1,742,339 hours of training were provided d
  • 89% of employees received training or attended a Learning & Development program in 2022;
  • uring the year –i.e. nearly 21 hours per capita (based on the number of employees trained).
4.1.2.1 The Marcel platform at the heart of the employee training strategy

With Marcel Classes, in 2022, employee demand for training continued to increase sharply: +66% in consultation of training modules on the central Marcel Classes portal compared to 2020, it's year of deployment. The expectations formulated led to a change in the formats offered with more podcasts and micro-learning spread over several months allowing for certification. 2022 is also the year of live sessions with more than 100 hours with the Groupe's executives and inspiring guests. The change in content takes into account the skills to be acquired but also expectations in terms of inspiration and tools to support tailor-made professional development. In addition, 30,000 modules, on 700 different topics, provide access to content developed by partners or third-party experts in many areas, available in seven languages, or self-produced by Groupe entities to meet very specific needs.