€89.300 +0.43 %   21/05/2019 16:43

Illustration image

VINCI’s human resources policy is geared to offering every employee a career path leading to career development within the company. In every business line, in-house training centres (for which resources have been substantially increased over the years) develop programmes to reskill employees as business activities change and to disseminate a common technical and managerial culture. Career development is encouraged by a management culture that stresses empowerment and rewards initiative.

We commit to proposing training and job mobility opportunities for all our employees in order to promote sustainable employability.

Personalised training

VINCI’s training system seeks to develop synergies throughout the Group and deploy them through its decentralised structure. Each business line, in France as well as internationally, has established its own training centres offering programmes tailored to its specific activities and needs. VINCI has decided to set up an e-learning platform common to all Group training centres so as to make discussions easier and deepen synergies.

Development of professional integration and qualification programmes

VINCI helps people who have become isolated from the world of work, offering a comprehensive framework focused on professional integration, access to training and measures to mitigate the social difficulties they face. Over the medium term, this approach is designed to be implemented internationally, in line with local economic and social conditions. In 2011, VINCI set up ViE, a Group social enterprise that helps Group companies implement their work integration programmes.

Promotion of dialogue between employers and trade unions

VINCI’s responsible employer approach is expressed through active dialogue with employee representative bodies, in accordance with the principles of trade union independence and pluralism. Dialogue between management and labour is a key component of the Group Manifesto (fichier PDF 487 Ko). In countries in which the International Labour Organisation (ILO) Conventions on trade union freedoms have not been ratified, VINCI companies work to provide employees with channels to express their views.

A few results of our activities (at end 2017)

Of VINCI’s 194,428 employees worldwide, 168,378 held permanent job contracts.
- VINCI hired 24,703 people as permanent employees during the year.
- VINCI employees received 3.5 million hours of training, of which 24% was provided though in-house academies and programmes.
- In 2017, 2,348 people took advantage of transfer opportunities within the Group.
- VINCI welcomed 214 people under international volunteering programmes.
- 8,666 employees around the world served as employee representatives.
- In 2017, 1,153 collective agreements were signed.
- ViE provided 777,238 hours of integration employment and assisted 1,941 people, of whom 495 were subsequently hired by the Group or one of its subcontractors.

Progress targets

VINCI’s Human Resources departments network and roll out new HR management tools to meet two structurally important objectives – speeding up international growth and building intra-Group synergies. This involves further encouraging skills and personal mobility.

New digital tools and enterprise collaborative networks will facilitate access to training, upskilling and the exchange of expertise and experience through the creation of communities, thus overcoming the geographical dispersion of the Group’s entities.