Page 82 - 2012 Annual Report

82 VIVENDI l 2012 l Annual Report
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SOCIETAL, SOCIAL AND ENVIRONMENTAL INFORMATION
SECTION 3 - SOCIAL INFORMATION
SOCIAL INDICATORS
3.2.5. Training
3.2.5.1. JOB TRAINING POLICIES
For several years, Vivendi has been developing a customized training
program in partnership with INSEAD, aimed at its future leaders. The
objective of this program is to adapt the management of the Group’s
companies to a more complex world, and to explore and draw on them,
new approaches to innovation by initiating talks with US and Asian small
companies and big groups, whose activities relate to those of Vivendi.
Each of the Group’s main subsidiaries operates a professional training
policy to meet the requirements of its business lines and their rapid
development.
✱ Canal+ Group has an in-house university called CAMPUS + and
supports the development of its employees according to three
priorities: disseminating a common culture, strengthening skills and
sharing managerial practices;
✱ SFR has a rich training program offering over 220 modules, designed
with innovative and individualized instructions. The company is also
creating a network of internal trainers and coaches;
✱ Maroc Telecom has two training centers and 12 dedicated trainers.
Specific efforts have been undertaken in customer relations at
customer service centers and sales agencies; and
✱ At GVT, training is dispensed in modules, on site or remotely, using
e-learning methods. It covers three main areas: job skills, skills
improvement, and personal development programs.
3.2.5.2. TRAINING DURATION
Total number of training hours
GRI UNGC OECD
LA10 - II.A.4
2012 2011
Consolidated data 2,008,099 1,678,943
C+G 74,371
UMG 93,561
AB 10,030
SFR 297,655
MTG 334,072
GVT 1,193,245
Corporate 1,816
Other 3,349
Excluding AB employees, other than employees of Blizzard France.
In 2012, the number of hours of training given to employees increased
significantly (+20% compared with 2011) demonstrating an increased
investment in human capital. In particular, the number of hours of training
dispensed to employees of UMG more than tripled, compared to 2011.
NUMBER OF EMPLOYEES WHO RECEIVED TRAINING
The table below lists the number of employees who received at least one
training session in the year. Even if an employee received more than one
training session, the employee is only counted once.
Number of employees trained
GRI UNGC OECD
LA10 - II.A.4
2012 2011
Consolidated data 42,155 38,840
C+G 2,665
UMG 3,818
AB 351
SFR 8,136
MTG 8,804
GVT 18,154
Corporate 78
Other 149
Excluding AB employees, other than employees of Blizzard France.
In 2012, 82% of all employees received some form of training, an increase
of 8.5% compared with 2011, which is evidence of the priority Vivendi
attaches to skills development and employability.
HOURS OF TRAINING PER EMPLOYEE TRAINED
Hours of training per employee trained
GRI UNGC OECD
LA10 - II.A.4
2012 2011
Consolidated data 47.6 43.2
C+G 27.9
UMG 24.5
AB 28.6
SFR 36.6
MTG 37.9
GVT 65.7
Corporate 23.3
Other 22.5
Excluding AB employees, other than employees of Blizzard France.
In 2012, Vivendi’s strong emphasis on training is reflected in both the
increase in the number of employees receiving training as well as the
increase in the average number of hours of training, an increase of 10%
compared with 2011. Although broadly distributed across the Group, this
increase was due, in particular, to GVT.