Social - CSR - Career advancement

CAREER ADVANCEMENT

COUNTER CULTURE

At every step of our career, it is important to receive guidance and to work on our skills and employability.

From the guidance of young apprentices to the official certification of professional skills, we remain at our employees’ sides throughout their career.

APPRENTICESHIP

A first foot in a company and a springboard to the future.

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Découvrir Nuance

The number of apprentices recruited on our sites since 2018.

Trade, Maintenance, Marketing, Method, Quality, Supply Chain, Design Office.

Découvrir Nuance

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Apprenticeship is a growing trend in all business sectors in France and represents a real opportunity for young people to enter the labour market and acquire solid professional experience in parallel to their studies.

We recruit through apprenticeship whenever the need for staffing a team arises, provided that the conditions for recruitment are secured. For us, hiring through apprenticeship is not simply a legal obligation but a genuine recruitment choice. Certain departments, such as maintenance, IT, or marketing, are particularly suited to apprenticeship. The level of study ranges from technical high school to engineer.

The objective for the apprentice is to acquire skills and boost their personal development throughout their training period. For this initial in-company experience, the aim is to foster young people’s desire to exercise the profession they have been trained for and, ideally, to provide them with a future prospect within the company. It is thus crucial for us to ensure upstream our ability to welcome apprentices in suitable conditions (expertise and availability of the tutor, working conditions, etc.).

GRADUATE PROGRAM

Identifying and boosting talents to shape the deciders of the future.

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The WILSONART group has developed a talent identification programme to guide workers along a specific 1-to 2-year path and subsequently place them in a management position in the company.

The aim of this Graduate Program is to attract young talents from outside who are set to become the managers of the future. Throughout the duration of the programme, the company provides a high level of support to its participants, through induction seminars, coaching, training and regular meetings with Human Resources.

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This Graduate Program enables young graduates to become familiar with the company and its various specialised professions, to work collaboratively on projects and receive tutoring from highly experienced in-house staff for the duration of their contract. This provides them with enhanced insight into the company and helps them to decide on their future career, an approach which also contributes to retaining talent.

The young people on this program also have the opportunity to :

acquire a broad overview of the company.

build their network.

work with a team.

learn quickly.

demonstrate their abilities to deal with major challenges.

pursue their training.

It also enables the company to attract young people to a less attractive employment sector, and to contribute to the creation of a talent pool in anticipation of the future.

TRAINING & CERTIFICATIONS

The development and recognition of skills to optimise employability.

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Several schemes have been set up to develop the skills and employability of our teams. Promoting skills in a specific field enables us, for example, to recognise technical expertise via professional accreditation. We also focus on training and talent identification in order to enable employees to advance in their career.

THE PROFESSIONAL QUALIFICATION CERTIFICATE

The Professional Qualification Certificate (PQC) is a French certification created and awarded by a professional sector which attests to the skills mastery required for a particular profession. This PQC is recognised by other companies.

We have negotiated with the plastics sector to recognise its production professions. Its PQC are awarded in the following areas :

PQC Assembly Operation.
PQC Team Supervision.
PQC Production Machinery Operation.

Compte-tenu de la particularité des produits fabriqués, Polyrey a négocié avec la filière de la plasturgie pour faire reconnaitre les métiers de la production.

Il s’agit des CQP suivants :

CQP Monteur Régleur.

CQP Encadrement d’équipe.

CQP Conducteur équipement fabrication.

Sur la session 2019-2022 : 6 personnes ont été concernées.

TRAINING PROGRAMMES

The training programmes are another key scheme for the skills development of our teams. Each employee expresses their training wishes during individual and professional interviews. We regularly support requests for skills assessments and validations.

In 2022, internal and external trainings represented a budget of €260 000 for a total of 12,000 hours.

THE TALENT REVIEW

In addition to the above, a talent review procedure was set up in the company to allow executives, managers and HR to share assessments and views on our employees. This enables us to identify in-house talents and anticipate their advancement within the Group’s entities. It also provides us with a transversal view of employees and thus implement actions to ensure equal pay.

In-house advancement forms part of our DNA: Several directors and managers began their career in the company in operational positions (e.g.,production or maintenance, etc.). We support our employees’ advancement towards managerial roles via a dedicated programme which lasts from 6 months to 1 year. Individual coaching is also on offer according to needs.

LES PILIERS RSE