Page 72 - 2012 Annual Report

72 VIVENDI l 2012 l Annual Report
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SOCIETAL, SOCIAL AND ENVIRONMENTAL INFORMATION
SECTION 3 - SOCIAL INFORMATION
KEY MESSAGES
3.1.2. Ongoing Constructive Dialogue
AT THE GROUP LEVEL
The social partners of the Corporate Works Committee, the European
Social Dialogue Committee (ESDC) and the Works Council at Vivendi’s
headquarters are regularly informed of the Group’s strategy, financial
position, social policy and main achievements for the year.
In 2012, Vivendi was even more determined to increase the involvement of
the Group’s social partners through discussions on strategy, the employee
shareholding policy and ensuring better alignment of the governing bodies
with the Group’s geographic presence:
✱ in addition to the annual plenary meetings of the Group’s governing
bodies, two Extraordinary Meetings of extended executive committees
were held with the Chairman of the Management Board, to enable the
social partners to be informed of Vivendi’s strategic directions;
✱ for the first time, an agreement to grant 50 bonus shares was entered
into with Vivendi S.A.’s trade union organizations in conjunction with
the Corporate Works Committee; and
✱ efforts were pursued to make the social representation bodies more
harmonious with Vivendi’s international dimension.
The two-day joint annual training session for the Corporate Works
Committee and the ESDC enabled their representatives to learn more
about the Group’s strategy with respect to corporate social responsibility
(CSR) and Vivendi’s business more generally. In 2012, the themes included
“e-ticketing”, “SVOD” (Subscription Video-on-Demand) and “funding
for young innovative companies”. The training session was also an
opportunity to present Program I3, which is designed to recognize Group
talents and projects.
AT BUSINESS LINE LEVEL
Social dialogue also takes the form of signing major agreements within
the Group’s main subsidiaries. In 2012, the signature of an agreement on
employment of people with disabilities at SFR and a forward-looking jobs
and skills management agreement at Canal+ Group are particularly worthy
of mention. Sensitive subjects related to the development of companies,
like telecommuting and well-being at work, have also been included on
the agenda for discussion and negotiation.
3.1.3. Employees Support Program in Line with Group Developments
Vivendi does its utmost to communicate with its employees and support
their career development. The Group’s human resources policy is designed
to attract, motivate and retain talents to respond better to its challenges
as a major organization. Vivendi’s employees need to be able to express
their aspirations to be motivated and encouraged to engage with
the Group. Vivendi can only do this in partnership with the employees
themselves as they are the prime drivers of their own professional
development. Employees can work with their own line manager and HR
teams to build a career plan. Each Group business segment provides its
employees with resources to create the most favorable possible conditions
for advancement.
THE RESOURCES IN PLACE
✱ Support from HR teams and management:
– to be proactive in a career means having a career plan. Employees
build their own plan by drawing up a professional profile, based
on their potential and recognizing what motivates them. The HR
teams are there to provide tools (e.g., CV workshops and interview
practice), offer advice, describe and explain the company’s business
segments and the possibilities for career development and mobility
according to the employee’s profile and ambitions;
– the HR teams are also there to support the managers in their role
as coach and mentor to their teams.
✱ Understanding the Group’s business segments:
– the Vivendi subsidiaries offer their employees various mechanisms
to enable them to learn more about the Group and its business
segments. Direct experience case studies are available on their
Intranets (e.g., “Changing your job?” and “What’s my job?”).
✱ Internal mobility:
– for employees, internal mobility is an opportunity to enrich their
professional experience and acquire new skills;
– for the Group, internal mobility is also beneficial as it is important to
develop employees’ talents to keep the teams motivated and skilled,
so they are prepared to embrace changes in the Group’s businesses;
– promoting mobility is also the responsibility of managers, who
are encouraged to become mentors in their employees’ career
development;
– the role of human resources is to facilitate the processes of mobility
and career development. A broad span of HR processes involving
management and HR teams at all levels is a guarantee of the
system’s transparency;
– at the Group’s level, an Internal Mobility Charter has been in
existence for over 15 years. The centralizing tool for job offers in
the Group’s French companies that are open to mobility has been
overhauled. Similar systems are also in place within each subsidiary.
In June 2012, under the HR management policy in relation to economic
restructurings, a generous and responsible voluntary redundancy plan was
offered to employees of Maroc Telecom to hasten staff renewal to support
the development of new digital activities.
In November 2012, SFR informed its social partners of an in-depth
reorganization to adapt its positioning and strategy as a telecoms
operator to that of a digital operator while maintaining its position as
a leading global player after the introduction of low-price offers. SFR is
determined to ensure that the rollout of this project will not undermine
the quality of its commitment to employees. An internal mobility plan
and a voluntary redundancy scheme (VRS) will therefore be implemented
responsibly and in collaboration with the social partners, in accordance
with company values. In December 2012, the information-consultation on
the reorganization, the internal mobility plan and the voluntary redundancy
plan for up to 856 jobs began and will continue in the first quarter of 2013.
The result of the collaboration on the content and terms of the VRS will
only be announced at the end of this period.