PROFESSIONS AND SKILLS - 2020 Report
←
→
Page content transcription
If your browser does not render page correctly, please read the page content below
PROFESSIONS AND SKILLS 2020 Report
PROFESSIONS
AND SKILLS
In order to carry out the Bank’s structural transformations, the Group pays
special attention to the quality of dialogue with its employee representative
bodies, especially to meet the challenges of changes in businesses and
employment. It carries out the organisational transformation projects
necessary for the Group’s strategic positioning. In line with its current and
future business needs, it implements an approach of anticipation and
support for its employees.
Offering career paths and training to employees, offering alternative
working methods, such as telecommuting, conducting an appropriate
compensation policy (see Performance and Compensation report),
promoting talent and ensuring managerial succession are all essential
to attract, hire and retain employees, and develop their employability, in
everyone’s interest.
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 02
TABLE OF CONTENTS
LEADING A CONSTRUCTIVE DIALOGUE, TRAINING AND DEVELOPING EMPLOYABILITY
SUPPORTING THE GROUP'S TRANSFORMATION . . . . . . . . . . . . . . 04 OF STAFF, IN LINE WITH THE GROUP’S NEEDS . . . . . . . . . . . . . . . . 12
Making employees the focus of the Group’s training policy . . . . . . . . . . . . . . . 13
BUILDING STRATEGIC WORKFORCE
Diversifying training options . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 13
PLANNING TO MAP OUT OUR BUSINESSES
NOW AND IN THE FUTURE . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 06 A specific CSR training plan . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 14
Building strategic workforce planning (SWP) within the Group . . . . . . . . . . . 07 Measuring training effectiveness . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15
Mapping skills with high-performance tools . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 07 Promoting mobility, a factor in employability and retention . . . . . . . . . . . . . . 15
Specific career and skills management initiatives launched in 2020 . . . . . . 16
ATTRACTING, HIRING AND INTEGRATING
THE BEST TALENT FOR THE GROUP . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 08 DEVELOPING ALTERNATIVE WORKING METHODS
Hiring and integrating employees, a priority for the Group . . . . . . . . . . . . . . . 09 TO STIMULATE COLLABORATION AND INNOVATION . . . . . . . . . 17
Employing young people, a strong commitment from the Group . . . . . . . . . 10 PROMOTING HIGH POTENTIAL EMPLOYEES
Adjusting employee retention schemes . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 TO IMPLEMENT THE GROUP'S STRATEGY . . . . . . . . . . . . . . . . . . . . . . . 19
2020 KEY FIGURES
60,000
have access to a skills
EMPLOYEES 99%
ave taken at least one
OF EMPLOYEES
management tool training course
OVER OVER OVER
19,000
NEW HIRES
9,000
STUDENTS
20,000
INTERNAL TRANSFERS
in the Group welcomed
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 03
LEADING
CONSTRUCTIVE
DIALOGUE,
SUPPORTING
THE GROUP'S
TRANSFORMATION
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 04
The Group has an ongoing social dialogue Dialogue and consultation with the In 2020, the Group reaffirmed its • Adjusting and optimising securities
about employment and includes its Employee Representation Bodies is determination to continue the overhaul businesses, market activities and certain
employee representative bodies in largely based on the "Professions of its businesses and functions and corporate divisions (risk, compliance,
company projects that have a material Observatory". announced several projects to adjust human resources and communication)
impact on professions and skills It is a place for discussion and reflection on the organisation, including: to improve their operational efficiency.
changes in the main professions and skills • The launch of the VISION 2025 project These transformations are expected
within the Company. to merge the Crédit du Nord and to result in a total net loss of
The Group's reorganisation and
Societe Generale brands. The Group's approximately 640 positions in France,
adjustment projects are based on an The trade unions and the Human
ambition is to be a leader in customer without forced departures.
ongoing effort to improve and strengthen Resources Division are represented
the customer experience and satisfaction, equally in the Professions Observatory. satisfaction and to establish a stronger Societe Generale will maintain all
while contributing to the operational Its role is to have a forward-looking banking model that is fully adapted to its commitments as a responsible
efficiency and structural profitability of its vision of the changes in the Group's the challenges of the coming years by employer to support each employee.
activities. These projects are also governed main businesses in terms of the relying on a strong territorial foothold. In addition, these transformation plans have
by specific agreements with the employee strategic directions defined. In 2020, the This project will reduce the number of been submitted for review to the employee
representative bodies. Professions Observatory met four times. branches from about 2,100 at the end of representative bodies and for approval to the
2020 to about 1,500 at the end of 2025. competent authorities and will not result in
In March 2019, Societe Generale SA
in France renewed its agreement on any redundancies. The plans are part of the
changing professions and skills. Agreement on Changing Professions, Skills
and Employment signed in March 2019.
This agreement sets out specific AGREEMENT SIGNED WITHIN
actions on: SOCIETE GENERALE SA IMPACT ON ECONOMIC PERFORMANCE AND WORKING CONDITIONS Employees affected by the job cuts will
• consultation and dialogue on the IN FRANCE benefit from enhanced support measures.
company’s strategy and changes to These measures include:
employment; Agreement The framework agreement on employment and skills, • internal transfers: priority reclassification,
• employability and employee support on Changing signed in 2019, provides a three-year structure for: support from HR experts, option
(including internal transfers, measures Professions, • the policy on social dialogue about the company’s strategy for skills assessments;
for young people and seniors, and Skills and and changes to employment; • activity transition: support for start-
measures for employees’ career plans); Employment • the development of employability and support for career ups, retraining, or organisation of
• strengthening support for employees paths, by means of internal transfers, measures for youth working time for early retirement;
impacted by reorganisation (voluntary employability and senior retention, and support for career • voluntary departure: as part of a
departure, support with job transitions plans (start-ups, training for certification or degrees); collective bargaining agreement.
and training assistance). • strengthening of employee support systems and
deployment of additional specific measures for employees
subject to reorganisation plans.
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 05
BUILDING
STRATEGIC
WORKFORCE
PLANNING TO
MAP OUT OUR
BUSINESSES
NOW AND IN
THE FUTURE
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 06
BUILDING STRATEGIC WORKFORCE MAPPING SKILLS WITH
PLANNING (SWP) WITHIN THE GROUP HIGH-PERFORMANCE TOOLS
The aim of Strategic Workforce Planning 3. identifying the gap between the current In order to map the skills available in its workforce, the Group has adopted voluntary approaches
(SWP) is to adapt HR policies, especially situation and the target in order to to identifying skills. This approach makes employees the main players in their development
on training and the filling of vacancies, implement the levers (training, internal and employability, through two skills self-reporting tools:
to the businesses’ needs in terms of skills transfers, recruitment, etc.) and action
corresponding to the Group’s strategic priorities. plans to bridge this gap. ACE (INCLINATIONS, SKILLS AND MON|DIAG FOR FRENCH
In France (43% of Group employees), this EXPERIENCE) FOR THE GROUP RETAIL BANKING BUSINESSES
It must become a regular process, so that
process is part of the Agreement on Changing AS A WHOLE The MON|DIAG skills diagnostic tool,
the corresponding action plans can be
Professions, Skills and Employment, renewed updated accordingly. ACE, launched in 2017, is based on a developed as part of the #MonJob20202
in March 2019. It gives employees access to dynamic skill set and machine learning1. programme, lets every employee enter their
resources to develop their employability. It notifies employees of open positions in motivations, career path and skills. The
At the end of 2020, 95% of the workforce of the Group job exchange (Job@SG) and primary objective is to build a personalised
This approach consists of three stages:
Societe Generale SA in France was covered by provides details about certain jobs that development plan for each employee, to
1. defining a qualitative and quantitative SWP practices. These practices are also being match their reported skills and inclinations. support them with skills enhancement on
target concerning the skills that the Group deployed in other Group locations (including In addition, HR teams and mangers use the job. It is used by some 18,000 employees
must acquire in the medium to long term Asia and the US), to implement an effective ACE to identify profiles that match their to look ahead to future jobs at the bank and
to implement its strategy; strategy for the acquisition of new skills and skills requirements and fill available provides HR and managers with precise skills
2. preparing a diagnosis and mapping of the the appropriate development of existing skills positions. mapping. This initiative was made possible
skills available to the Group; in the Group.
This tool is available for employees through the collective agreement3 signed
throughout their career path. It enables in March 2018, which includes investing
them to identify the jobs to which they can approximately €150 million in personal
move, the corresponding skills, and the training plans and doubling training hours
training they will need to acquire those skills. in the French Retail Banking network.
60,000 employees have access to these tools
to manage their skills
“Over the last ten years, the bank has faced major transformations and made a landmark
change in direction, mirroring the banking industry. Because our teams are the foundation of
our success, we’re deploying programmes specially dedicated to our employees so they can
acquire the key skills of the future and we can support them in their development. Give them
the resources and inspire them – those are our key focuses when it comes to our employees,”
says Marie-Christine Ducholet, Head of Societe Generale French Retail Banking.
1. Artificial intelligence technology that allows computers to learn without being explicitly programmed for that purpose.
2. French Retail Banking launched the #MonJob2020 initiative in 2015, with a view to developing its businesses and the skills of its employees. #MonJob2020 is an approach to supporting employees,
making them active participants in their career path with an individualised training and development programme, while boosting their mobility and employability.
3. Agreement on social support for the transformation of French Retail Banking.
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 07
ATTRACTING, HIRING
AND INTEGRATING
THE BEST TALENT
FOR THE GROUP
IN 2020
OVER 19,000
NEW HIRES 4
94 % OF EMPLOYEES
have permanent contracts
3.4 MILLION
VISITS
to the Careers website
OVER 9,000
STUDENTS
welcomed
4. 11,715 new hires on permanent contracts
and 7,427 on fixed-term contracts in 2020.
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 08
FOCUS ON INNOVATION
HIRING AND INTEGRATING EMPLOYEES, A PRIORITY IN HIRING
FOR THE GROUP The careers.societegenerale.com
site – the primary interface with
Societe Generale’s hiring policy is NUMBER OF NEW HIRES applicants – lists Societe Generale’s
adapted to the businesses as well as IN 2020 French and international job
geographic settings of the Group’s vacancies. In 2020, almost 710,000
entities, and fosters a uniform overall applications were submitted via the
hiring process that systematically 7,180 Careers site, which had around 3.4
CENTRAL AND
includes an HR interview to measure 8,972 EASTERN EUROPE million visits.
how well applicants will espouse the 240 WESTERN
EUROPE
AMERICAS The Bank is progressively diversifying
Group’s values (see Corporate Culture
its hiring methods, with the inclusion
and Ethics report). 1,909
Societe Generale is committed to
841 ASIA AND of new technological and digital
AFRICA & OCEANIA features (such as online testing,
guaranteeing a neutral hiring process. MIDDLE EAST
automated applicant selection, hiring
It is the responsibility of managers and via social networks or specialist
human resources teams to hire employees online communities such as Welcome
solely according to the company’s needs to the Jungle).
and the skills of each applicant (see
Diversity and Inclusion report). Societe Generale SA in France works
The Group aims to create sustainable • It was the second ranked bank in terms of with My Job Glasses, a platform
In total, the Group hired over 19,000
people in 2020, in diverse businesses and appeal by continuously seeking to promote appeal for IT profiles in France, according that connects students with 100
geographic locations. its identity as a responsible employer to the Universum 2020 rankings. volunteer employees, and Talent.
through its activities. In 2020, the extra- To develop the feeling of belonging and io, a developer hiring platform used
financial agencies positively valued human familiarity with the Societe Generale group, by a hundred or so Group managers
capital in their ratings of Societe Generale. the integration policy for new hires was to connect directly with applicants
The group is ranked no.1 worldwide in revised in 2019 to give everyone a common corresponding to certain targeted
terms of responsibility towards employees foundation, supplemented by programmes tech/development profiles.
by Vigeo Eiris and in the top 5 by specific to the Group’s various Business and
Sustainalytics and ISS ESG. In 2020, Societe Generale SA in
Service Units. Thus, since 2020 all new hires
France launched a social media
Its social performance and good human worldwide have had:
campaign (Facebook, Instagram,
resources practices have also been recognised • the same key messages from CEO
LinkedIn, YouTube and Twitch) to
through external local awards such as: Frédéric Oudéa, welcoming them
hire work-study students and raise
• Russian subsidiary Rosbank being ranked to the Group;
awareness of the banking professions
in the top 50 best employers in Russia by • the same access to an internal common
space, where they can get to know the among students.
Forbes Russia magazine.
• The Human Resources Excellence Group’s culture, values, strategy and These initiatives aim to provide
Award in the 'Employer of Choice' activities, specifically about the Group’s better visibility of the Group's
category of the HR Awards in Asia, an conduct and compliance. businesses, digitalise hiring of
event that recognises and celebrates top talent and strengthen Societe
excellence in human resources leadership Generale's employer brand via this
across the region. network of "ambassadors".
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 09
EMPLOYING YOUNG PEOPLE,
A STRONG COMMITMENT
FROM THE GROUP
When it comes to employing young - SG New York has established strong
people, Societe Generale is committed to partnerships with leading universities
a proactive approach and strives to attract, (including Columbia University, New
hire and retain young graduates through: York University, University of Chicago,
• partnerships with target schools and University of Pennsylvania and University
higher education institutions in nearly of South Carolina) and has organised
83 of the Group’s entities, representing virtual information sessions for students
92% of its employees. In France, Societe at partner universities to discuss the 2021
Generale has renewed partnerships with summer analyst programme.
its 42 target schools. Several initiatives • in France, funding of teaching
are carried out each year in partner programmes and research by way of
schools around the world. five chairs, representing a total yearly
For example: investment of €795,000;
- This year in France, in order to stay in • centralised management of the intern,
touch with students during the crisis, VIE and work-study participant pool for
school events were largely moved Societe Generale SA in France, to help the
online (187 events in 2020, including Company fill its vacancies more efficiently - The creation of a new community of For the second year running, Societe Generale
75 virtual events), and 100% of the through automated matching of applicants Digital Leaders alongside each Group has been awarded the Happy Trainee label
inspection competition process was to needs; BU/SU manager. Virtual live sessions by ChooseMyCompany, which rewards
• several internal and external initiatives were held with workshops on themes companies that welcome, support and
made digital.
aimed at raising awareness of the such as innovation and responsibility manage their interns, work-study participants
- SG de Banques in Senegal signed a
professions in the banking sector, in and partnerships with Big Tech. and VIEs. 85% of the students welcomed
partnership with Simplon (a digital
- Virtual "Meet the Expert" programmes recommend Societe Generale Group.
training school) to offer young people particular the IT professions, including in
in partnership with JobTeaser where In 2020, Societe Generale welcomed more
their first professional experience 2020:
the Group’s Data Scientists shared than 9,200 students in all its entities.
through training in technical digital - Several internal e-forums, such as the
with students details of their career Nearly 215 VIEs were hired despite the
professions. Data e-forum and the Global Transaction
paths, visions, ambitions and daily health crisis and closed borders, and 2,800
- ALD France is a partner of the Ecole de la & Payment Services (GTPS) e-forum, to
lives, as well as advice for those young people in France were offered work-
Deuxième Chance (E2C). Second chance introduce people to the Business Unit (BU)
wishing to embark on a Data career in study contracts and internships.
schools give motivated young people, professions in a 100% digital format. This
the banking sector.
without any diploma or professional was an opportunity to find out more about Internationally, Societe Generale is making
qualification, the opportunity to join a the Transaction Banking and Payment sure that it also fulfils this commitment by
school focused on building a plan for Services business lines and to talk to adapting to the specific situations in each of
their social and workplace integration. managers about job opportunities. the countries where the Bank is present.
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 10ADJUSTING
EMPLOYEE
RETENTION
SCHEMES
In adjusting its employee retention
strategies to fit the local context of its
locations, Societe Generale’s ambition is
to provide the following, in as many
locations as possible:
• Opportunities for varied career
paths that can be adapted to employee
plans, including secondments (e.g.
assignment to internal start-ups, or
Lean Six Sigma training with continuous
improvement projects).
Societe Generale SA in France has created Shared services centres SG GSC in attractive compensation and benefits The Group proactively drives its
a dedicated transition management India and SG EBS in Romania offer their (see Performance and Compensation report); employee retention strategies,
structure that offers experienced employees Lean Six Sigma training through • an ergonomic working environment managing its turnover and adapting
managers at Societe Generale in France continuous improvement projects in their that promotes well-being, innovation its HR policies when necessary.
the opportunity to oversee projects lasting range of services. and collaborative working (see The Group recorded voluntary
6-18 months in various banking fields. The Bank also proposes short-term Occupational Health and Safety report); turnover of 6.2% in 2020 (vs. 8.2% in
international assignments (a few months) • or the opportunity to take part in 2019), with location-based disparities
for employees working in international teams. civic initiatives (see the Societe Generale attributable to employment trends on
More flexible than an expatriation contract, Corporate Foundation for Solidarity website). certain markets.
these assignments increase synergies and
improve relations in multicultural teams;
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 11TRAINING AND
DEVELOPING EMPLOYABILITY
OF STAFF, IN LINE WITH
THE GROUP’S NEEDS
IN 2020
OVER 109,000 EMPLOYEES
have a personalised development plan,
i.e. 93% of people with a permanent contract
99% OF EMPLOYEES
completed at least one training course
AROUND 20 HRS OF TRAINING
per person per year
A 73-MILLION-EURO BUDGET
for training and education
53% OF TRAINING COURSES
are digital
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 12DIVERSIFYING
TRAINING OPTIONS
Societe Generale's training The Group is constantly expanding its
programme prioritises: global training programme and provides
• expertise in businesses and over 20,000 learning tools that encompass
digital culture; micro-learning, rapid learning, MOOCs, fact
• managerial culture and corporate sheets, and in-person, online and blended
social responsibility; (face-to-face and online) courses, the majority
• behavioural skills (agile method, of which are open-access and free of charge
collaboration, management, for employees. The interactive, personalised
change management, etc.); MYLEARNING platform recommends training
programmes suited to the user’s profile
• customer focus and new practices
and their reported fields of interest.
in customer relations;
• the Risk, Responsibility and Training for certification or degrees,
Compliance culture of employees such as Chartered Financial Analyst,
French financial market authority (FMA)
MAKING The Group’s training policy pursues
several goals:
(including conduct risks, ethics and
corporate social responsibility). certifications, IT certifications (IT4IT™
EMPLOYEES • introducing new and more digital ways Moreover, in 2020, the regulatory
Foundation, CISSP, CISM® - Certified
Information Security Manager, etc.), and
THE FOCUS OF of learning;
• giving employees a more proactive role
training that is mandatory for
all Group employees addressed
Lean Six Sigma certifications can also be
THE GROUP’S in their development and employability the following matters:
financed by employer contributions.
In addition to the training described above,
TRAINING POLICY by offering a broad range of training
programmes and guidance on how to
• financial security (anti-money
laundering, terrorist financing
“academies” specific to certain businesses or
access training content that is relevant functions (e.g. large corporate advisory, Retail
and international sanctions);
Group employees are supported to their plans, as a supplement to existing Banking salespeople, Private Banking, Human
• information security, General Data Resources, Audit, etc.), targeted learning
by their HR teams and managers in HR and managerial support; Protection Regulation; communities, expert groups on the internal
planning their careers. Individual • and embedding a culture of responsibility • the Code of Conduct, conflicts of corporate social network, and personal
employee development, aspirations through risk and compliance training. interest and harassment; development opportunities (coaching,
and training needs are discussed In all, Group employees completed • behavioural skills; co-development, mentoring and reverse
during annual performance reviews 2.7 million hours of training in 2020, an • managerial culture; mentoring) strengthen employee support
and during regular meetings with average of nearly 20 hours per person.
• management of environmental and align practices between Group entities.
the HR manager or the manager. As such, 99% of Group employees completed
and social risks.
In France, a career review is held at least one training course during the year
with the manager every year. (vs. 89% in 2019).
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 13A SPECIFIC
CSR TRAINING
PLAN
A dedicated CSR training programme
for all employees was launched in mid-
2020 by the CSR Division and the Human
Resources Division.
It is built on four pillars:
1. Developing a shared cross- 2. Deploying Environmental & 3. Offering expert modules to the sales 4. Encouraging a cross-business
business CSR culture: Social (E&S) risk management: functions to strengthen customer approach and reusing expert
• creating a CSR training syllabus • Creating an e-learning course on support on energy transition:: modules within the Group
for all employees; "awareness of environmental • A training course focusing on the • There are many training initiatives
• organising workshops through and social risks", which enables challenges of energy transition was by experts in different BUs/SUs and
“The Climate Collage” to raise targeted audiences to be trained in designed and distributed in 2020 to countries. An inventory of these modules
awareness of global warming implementing the CSR normative some of the Group's sales functions. is underway in order to maximise access
and the energy transition; framework and, particularly, in This course has just been transformed to these initiatives across the Group. For
• each new hire will be offered an considering environmental and social into a Group programme and will example, in 2020, business awareness
e-learning programme, “Banking in (E&S) risks in the Group's activities. also be offered to the sales teams in webinars by Group experts were put
a nutshell”, which includes an initial our main business lines in 2021 via online on Global Banking and Investor
introduction to the CSR challenges customised modules adapted to the Solutions’ SG Market platform, and are
facing banks. context and challenges of each team. therefore available to employees.
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 14MEASURING TRAINING PROMOTING MOBILITY, A FACTOR
EFFECTIVENESS IN EMPLOYABILITY AND RETENTION
Societe Generale assesses the effectiveness In these programmes, the training’s Several systems foster mobility within the Group:
of training using different methods ROE is calculated using the gains OVER
• the "Professions" intranet, which profiles more
depending on the programme. reported by those certified on the Green 20,000 INTERNAL TRANSFERS than 300 professions and can identify bridges
The following methods may be used: Belt, Black Belt Lean Six Sigma and OF EMPLOYEES IN 2020 between professions and career simulations;
• return on expectations (ROE), which Lean Management projects they have 63% • the ACE tool, which is used by more than
measures the impact of a programme completed. The Group identified 35 of positions filled internally 40,000 employees to figure out their
based on performance indicators such projects conducted in 2020 for a gain employability and career paths (see above);
of €58m. In Asia, the high-potential 15%
as participants’ Net Promoter Score, • internal promotion initiatives, such as
employee development and mentoring of employees change jobs
impact on work efficiency and quality, each year continuing professional education courses
and impact on behaviour and knowledge, programme support teams compared the leading to recognised qualifications (Certificats
as taken from surveys and questionnaires cost savings on hiring for key positions AVERAGE OF NEARLY
during and/or six months after training; with the cost of training provided and 10 YEARS'S SENIORITY Intégration Mobilité Bancaire – five-to-eight
IN THE GROUP day courses for new or transferred banking
• for certain programmes that allow it, programme administration. employees, BTS Banque – two-year course
quantitative or financial ROE, such as via leading to a certificate in banking, Bachelor
quantification of gains in efficiency in the Conseiller Patrimonial Agence – seven-month
Lean Six Sigma certification programmes. course for employees wanting to take on
Societe Generale’s mobility policy is based
a high-net-worth client portfolio, Licence
on 12 principles that apply throughout the
Banque – undergraduate degree in banking,
Group and include:
attendance at the Institut Technique de
• transparency as regards vacant
Banque) or training for certification, like the
positions, through systematic posting
ten-month "Passerell'E" course designed
on the internal job exchange (Job@SG),
to get promising employees into positions
in entities that use this tool;
with greater responsibility. In 2020, a total
• prioritisation of internal employees to of 405 Societe Generale SA employees in
fill positions; France completed one of these courses or
• agreement on mobility between programmes;
employees and their managers; • international mobility (over 1,100 positions
• and strict adherence to the hiring internationally, as expatriates or with local
process defined by the Human Resources status);
Department, so as to avoid any potential • temporary assignments with an internal
risk of corruption, conflict of interest, transition management programme. For
discrimination or favouritism. example, experienced managers from Societe
Generale SA in France are offered the chance to
join a new internal entity specifically devoted
to transition management, to oversee projects
lasting 6-18 months in various banking fields.
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 15SPECIFIC CAREER AND SKILLS
MANAGEMENT INITIATIVES
LAUNCHED IN 2020
• A proactive mobility approach has been • A reskilling process has been
implemented to meet the skills needs of implemented to offer employees training
the BUs and SUs. The Group has changed courses leading to a certificate or
the principles of internal mobility, allowing diploma that will enable them to move
an internal search mechanism to be into professions that are developing or
implemented based on a pool of candidates where candidates are in short supply. A
extended to all employees who have held pilot on five professions began in the last
their position for more than four years. quarter of 2020. Some forty people in
The aim of this approach is to encourage France are involved in different reskilling
direct contact with employees and a more programmes related to the positions
dynamic search for internal candidates. of auditor, level 2 controller, developer
A pilot phase was launched in September and buyer. These training courses were
2020 within a defined scope and the developed with the business experts
Group's ambition is to extend this initiative (diploma courses delivered by schools The aim of these initiatives is to encourage that defines these guidelines (tools, methods)
to all BUs/SUs by adapting the operational or universities combined with existing employees to constantly adapt their skills to the is adapted to the level of each country, and
framework to each country. Filling of training courses from the group training rapidly changing environment, while enabling in particular to the filling of positions, which
positions will be managed locally. catalogue). The objective for 2021 is to them to access professional opportunities that is managed locally. Through this approach,
include a greater number of employees, meet the needs of the BUs/SUs. Societe Generale is acting as a responsible
by broadening the range of courses They apply to the entire Group (all BUs/SUs, employer by protecting jobs within the Group
beyond the professions already identified, all subsidiaries and branches, all countries). and developing the employability of its
particularly in IT and data. However, the operational framework operating employees in growing businesses.
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 16DEVELOPING
ALTERNATIVE
WORKING
METHODS TO
STIMULATE
COLLABORATION
AND INNOVATION
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 17INTERNAL
START UP DAY
The first Internal Start-Up Day was
held last September. This virtual
networking event allowed the Group's
entrepreneurs to meet, exchange ideas
and share their ambitions and needs
for 2021.
The digital meeting had several
objectives:
• To launch a community of founders
or managers of start-ups in which
Societe Generale is the majority
investor;
• To create a forum for participants
to discuss issues specific to start-ups;
Various working methods are developed in • the rethinking of workspaces to encourage • direct investment in external innovation
• To build an activity programme
the Group to promote more agile operating interaction and innovation, using modular ecosystems. Societe Generale co-founded
focused on access to a network of
models and help employees develop new premises and digital tools. This has taken and provided €2 million in funding for
internal and external stakeholders
skills. They are specifically based on: place, for example in Algiers, Luxembourg, a FinTech/InsurTech incubator called
to speed up the start-ups’
• experimentation with agile methods Hong Kong, London, New York, and in “SWAVE”, based in La Defense (the Paris
development.
(design thinking and lean start-up, Scrum, France, at Boursorama's head office and at business district) and focused on the fields
Kanban, the Test & Learn method and user the eastern Paris real-estate complex Les of neo-finance, cybersecurity, artificial The start-ups present were Forge,
experience); Dunes; intelligence and machine learning. Kwiper, LaVilleE+®, Lumo, Moonshot-
• FlexWork, as adopted widely in the Paris Internet, Oppens, Peers, Prismea,
• Open Innovation, with more than 450 In 2020, the Group acquired Reezocar,
region, as well as at the Societe Generale Shine, and Treezor.
experimental projects launched with start- a French platform specialising in selling
ups, in cybersecurity, Big Data, artificial Global Solutions Center in India; second-hand cars online, and SHINE, a
intelligence, IoT and more. Meetups and responsible neo-bank.
hackathons are held regularly in various
Group businesses and locations worldwide;
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 18PROMOTING
HIGH POTENTIAL
EMPLOYEES TO
IMPLEMENT THE
GROUP'S STRATEGY
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 19The Talent Management policy is common
to the entire Group, its various businesses and
geographies, and is structured around the
Leadership Model. The Talent Management
policy aims to identify, develop and retain
high-potential employees and future leaders,
but also to ensure managerial succession in
key positions for the Group by managing and
steering succession plans for these positions.
In 2020, faced with the constraints arising from
the health crisis, the Group was able to deploy
appropriate tools and solutions to continue
to identify and develop talent, including: • A diversified remote talent development • Dedicated tools offered throughout the The Group has set binding targets to
• A common Group-wide talent support programme: the various Corporate year to HR employees to maintain the promote women and international
management and succession planning University programmes for high-potential momentum of talent management, profiles. In order to reach the goal of
tool to facilitate and manage the staff, managers and experts were still including a dedicated distance learning appointing at least 30% women to senior
identification and development of talent offered remotely; personalised remote course for HR managers, practical sheets management positions by 2023, an action
as well as to manage all succession development tools such as 360°, remote on managing and implementing the plan is being put in place, including a
plans for key positions. As such, 100% of coaching and the "leadership development policy in times of crisis and distancing. strengthened talent management
management positions will be covered centre" were made available to talent The various tools implemented enable the strategy that will focus on supporting
by an updated succession plan in 2020. in French and international entities. Group to monitor and track its achievement the career paths and professional
against its talent management objectives and development of women.
commitments, and more specifically in terms
of diversity and gender equality (see Diversity
and inclusion report).
SOCIETE GENERALE PROFESSIONS AND SKILLS
2020 REPORT 20OTHER PUBLICATIONS
Diversity and Inclusion
Corporate Culture and Ethics
Occupational Health and Safety
Performance and Compensation
AVAILABLE AT
www.societegenerale.com
Societe Generale – Tour Granite – 75886 Paris CEDEX 18 – Public limited company with capital of EUR 1,066,714,367.50 – Paris Trade and Companies Register (RCS) No. 552 120 222 – Registered office: 29, bd Haussmann, 75009 Paris - Photo credits: Getty Images (P.1 and 6:
Westend61; P.4, 7, 13, 17 and 18: Luis Alvarez; P.8: Mikolette; P.9: Kelvin Murray; P.10: sanjeri; P.11 and 16: Maskot; P.12: Ezra Bailey; P.14: Hinterhaus Productions; P.15 and 20:Thomas Barwick; P.19: PhotoAlto/Sigrid Olsson) - Ref.: (B) 721573 - Societe Generale Studio - 03/2021You can also read
