Business lines also launch their own training actions.
VINCI Construction’s training network is being structured to reflect its new configuration both in France and abroad. For example, synergies were developed between the Cesame centres and Eurovia Academy. The induction process for all VINCI Construction employees, regardless of position, is therefore facilitated across the network of training centres. An onboarding programme covering issues such as ethics, cybersecurity and inclusion is available for the entire business line. Divisions can then integrate this programme into their own induction procedures. Other training programmes are designed for individuals on social integration programmes at VINCI Construction worksites. Skills development focuses primarily on the core business, with a strong emphasis on health and safety.
Created in 2021, the Learning Network at VINCI Energies boosted its capabilities and expanded its course programme in 2022 to provide employees with easier access to more training opportunities. A new user interface modelled after e-commerce platforms, called Academy Portal, was developed internally to improve access to and participation in this training. In addition, the number of training courses available has increased as new internal training centres have joined the Learning Network, with now more than 40 on five continents. In one year, the number of hours of internal training has increased 36%. The catalogue of training courses for the entire VINCI Energies business line now includes beginner and advanced project management courses as part of the project management programme. An e-learning course on VINCI Energies’ environmental commitments was also introduced in 2022, as well as a new version of the “Safety Excellence” course for managers. Designed for both in-person and remote learning, the Safety Excellence course incorporates another new feature made possible by the Academy Portal, which can now handle all learning formats – in-person, remote and e-learning – for a single course. Local training initiatives have also developed significantly, including the new leadership programme in the Netherlands, a management tool training course in Portugal and an onboarding programme in Brazil.
With the resumption of operations and the continued transformation of organisations, one of the key focuses of VINCI Airports Academy in 2022 was to strengthen synergies between businesses through online training. By rolling out three new interactive e-learning modules to raise employee awareness about strategic environmental, safety and human rights issues, VINCI Airports Academy aims to foster a shared culture and contributes to employee orientation. These training courses are supplemented by other locally managed programmes, based on identified needs.
In 2022, VINCI Immobilier completely overhauled its management training programme based on a new competency framework. Redesigning this programme, called “Manager Experience”, provided the opportunity to define the set of management competencies expected by VINCI Immobilier, to help managers at all levels in carrying out their duties. The three-month, custom-built course features an all-new format, balancing in-person and distance settings, synchronous and asynchronous learning, plenary sessions and small groups, theory and practice. In 2022, VINCI Immobilier’s entire range of in-person training courses was migrated to digital format on the Up! platform. As a result, employees can devise their own individual skills development plan in preparation for their employee review, by personally selecting the training and/or development actions that align with their professional aspirations. By converting its training programmes to digital format and automating training tasks, VINCI Immobilier hopes to inspire employees to change their behaviours and take a more proactive role in their own growth, get managers more involved in monitoring the development of their teams, and direct the training department towards more value-added missions.
At VINCI Autoroutes, energy and investment continued to go into training in 2022. The École des Métiers de l’Autoroute (EMA), a training centre for motorway workers, opened in April at the Brive-la-Gaillarde site and welcomed its first class of 11 motorway employees. The training courses led by professionally trained in-house instructors are supplemented by mentoring sessions in the field, for a total of 200 hours. The EMA will gradually expand its training to include maintenance, works and management. Employees from local authorities in charge of managing infrastructure and from companies working on road routes will also be brought in to provide certification training. The second “Team Player” cohort of 64 participants began during the year, offering multidisciplinary training for senior managers. Certification procedures for motorway works were also developed and updated in 2022. The Learn mobile application was deployed on all professional smartphones, and motorway workers were able to test their knowledge via an online questionnaire. Finally, the Full BIM project continued to be implemented, with the delivery of a new online training module designed for an audience of more than 5,000 people. A knowledge base and community materials were also created on Up!, where they are available for all VINCI Autoroutes users.
The Group’s commitment to sharing the benefits of its performance with employees is another important way that it fosters sustainable employability. A tenet of the VINCI Manifesto, this approach is a key driver in attracting talent and building employee loyalty, to boost their sense of belonging.
VINCI’s remuneration policy gives considerable autonomy to Group companies while establishing common principles for sharing the benefits of company growth and rewarding individual performance. Focused in particular on developing employee share ownership and long-term incentive plans, VINCI’s approach is to offer, on top of individual fixed and variable remuneration, collective short-, medium- or long-term arrangements (including profit-sharing, incentive plans, pension and insurance plans, adapted to the conditions and legislation in each country where the Group operates) designed to attract, retain and motivate employees.
In France, through employee share ownership, profit-sharing, incentive and retirement savings plans, the Group paid out €450 million to its employees in 2022
