BIC_REGISTRATION_DOCUMENT_2017

OUR ENVIRONMENTAL, SOCIAL, AND SOCIETAL RESPONSIBILITY Our social responsibility to our employees

2.4.5.

EMPLOYEE DEVELOPMENT

Progress made in 2017 ♦ Numerous actions were undertaken in 2016 and continued in 2017 to encourage the use of the 70/20/10 model. Some examples are given below. Learning from new professional experiences (“70”) Talent Frameworks roll-out The roll-out of the Talent Frameworks and their adoption by all employees remain the cornerstone of BIC Group’s managerial culture. In 2017, the rollout of BIC’s Talent Frameworks continued with the launch of a digital training course for new employees. The Talent Frameworks will be updated in 2018 to include a more comprehensive view of acquisition. Job mobility and succession plans The “People in Play” sessions, launched in 2014 at the Leadership Team level and designed to facilitate the mobility process, were continued in 2017. At these meetings, leaders discuss detailed situations of specific people to make sure that they are offered the best options for their own development and for the business. Open positions are shared globally by the Human Resources teams in an effort to make optimal use of the available talents. At the Group level, a succession planning process has been implemented to make sure that employees can access succession plans across all entities. In this spirit, the “Talent Review” conducted in 2015 was continued in 2017, offering an opportunity to clarify the criteria for identifying successors, offering even greater transparency, and to define individualized action plans. Performance ♦

Challenges ♦ The values of Responsibility and Ethics at BIC go hand in hand with the implementation of programs to cultivate its employees’ skills and employability. Employee development is a crucial issue, in that it facilitates: achievement of the economic goals set by the various BIC entities; ● definition of internal succession plans to ensure the continuity of ● the Group’s activities; raising the level of its employees’ skills and expertise; ● maintaining an above-average market level of engagement. ● Development of the internal and external employability of every ● man and woman who works for BIC. Approach ♦ Regardless of function, level of responsibility, and type and length of contract, all BIC employees will be given opportunities to increase their external and internal employability. That is the employability commitment of BIC to its employees. To achieve its commitment to employee development, BIC aims at being a learning environment for its employees based on the 70/20/10 model, which boosts development by combining three dimensions: learning from new professional experiences (70%): by ● promoting project management, BIC offers opportunities for employees to work in multi-functional teams; learning from others (20%): developing a feedback culture, every ● employee has opportunities to receive and offer further feedback, either to build on a strong point or to strengthen a developmental point; learning from training (10%): by increasing access to the BIC ● University programs, as well as locally developed training programs. The Talent Development team makes this model available by all teams. It is for example used to structure BIC tools like the Taleo system and the People Acceleration Plan, etc. BIC Group’s competencies framework specifies the Core Competencies that all employees around the world must cultivate to ensure BIC’s success: “displays strategic agility”, “drives for results”, “champions MPD” (Method, Precision, Discipline), “engages others”, “acts with courage” and “develops self and others”. These core competencies are being embedded in all BIC University training programs and are included in the pre-employment testing process.

INTERNAL DEVELOPMENT MOVES AND PROMOTION RATE

36%

31%

31%

2017

2015

2016

This indicator measures the number of manager and non-manager positions filled internally, compared with the total number of positions filled within the Group over the same period. It includes promotions (level change) and developments (change of position, geographic zone or entity).

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BIC GROUP - 2017 REGISTRATION DOCUMENT