GROUPAMA / 2018 Registration document

1 OVERVIEW OF THE GROUP HUMAN RESOURCES

HUMAN RESOURCES

1.5

1.5.1

SOCIAL POLICY

Since 2015, the Group has been committed to a strategy of controlling its expense ratios. To that end, the companies in the consolidatedscope have stabilised their workforce, notably by not replacing certain departuresand by favouring internal career paths and continuous improvement ofskills. Out of more approximately 4,500 internal applicants in France, more than 2,000 involved transfers and secondments (geographical and/or functional), which represented the driving force behind the performance of the employees and the Group companies in 2018. The Mouvy intranet, the internal online recruitment site open to all Group employees in France, recorded 4,388 applicationsin 2018. Since 2010, all inter-companytransfers and secondments within the Group have been governed by a Group agreement.A unanimouslysigned addendumwas added in June 2014, reinforcing the mechanisms in place: improved support, better publication of job ads on Mouvy, reduced time frames for transfers, etc. As of the end of 2018, the CERH handled payroll, time management, andadministrativeand reportingmanagementfor 17 entities (for 6 entities at the end of 2016), representing a production of more than 98,000 pay slips per year (8,000 employees under management).The four entities of the Mutuaide Division were integrated at the end of 2018, and SFPJ and Amaline will be taken into account in the target tools and processesat the endof 2019. Electronic Document Management (EDM) was deployed in 2018 on the UES scope, combined with the digitisation of employee files. This programme, including employees/HRD/CERH, will be extended to the newly integrated entities in the same way as the CERH’s electronicsafe offering. The electronic signing of documents also began in 2018 with the telecommuting addendum campaign. It will now be extended to cover all entities and all contracts and amendments (including on-boarding withnew hires). Started in 2018, for implementationin 2020, the ADP Link project managed by the CERH will ultimately provide a payroll tool that is consistent across all regional mutuals in metropolitan France and Groupama Océan Indien. Since July 2018, the CERH has also covered the functions related to the HR Studies of its customers. The training investment on the combined scope in France totalled €35.7 million in 2018 (not including OPCA deposits and other expenses) for more than 783,000 hours of training provided, all methods combined, and nearly 23,000 trained employees. The priority training programmesremain specific to each business line. However, the development of business skills, managerial and behavioural skills (such as promoting cooperation), and regulatory training ( e.g. DDA, GDPR, etc.) represent a significant part of the training topics.

With a view to implementing its strategy,improvingits performance, and thereforesatisfyingits customers,Groupama investsin its people and has developed a human resources policy based on social responsibility and the engagement of its31,676employees. As of 31 December 2018,GroupamaAssurancesMutuelles (GMA)and its subsidiarieshad 13,591 employees (8,674 in France/Overseas Departments and Territories and 4,917 internationally). Under the structure of the Group, the Group Human Resources Department manages and coordinates corporate policies and programmesand is at the head of the HR functionalreportingline in accordancewiththe establisheddistributionof responsibilities between the GroupHR Departmentand company-levelHR Departments.Each company in the GMA scope of consolidationmanages its human resourcesand its social policy as locally as possible,in line with the policyprinciples and the overall strategydefinedby the Group. In 2018, the consolidatedcompanieshired 1,306 employeesunder permanentcontracts(excluding38 transfers and 85 secondments), including 888 in France, to strengthen their sales networks and customer relations platforms and to reinvigorate their teams of Managersand experts:17%of new employeesare under26 yearsof age, 6.8%are 50 and over, and 22% of new hires resultedfrom the conversion of fixed-term contracts into permanent contracts. Since the end of 2017, the Groupama group has invested in significantly enhancing the reputation and attractiveness of its employer brand to facilitate recruitment, engage and retain its employees, andthus anticipate andprepare for the future. In 2018, the Group organised a recruitment event tour (Jobmeeting) for companies in 13 cities, held after work to reach more job candidates. With 762 applications (up 18% compared with 2017) and 34,789 unique visitors to the registration website, this event highlights actions emphasising the regional roots of the Group and its companies to promote their visibility. Groupama is also continuing to develop its employer presence on social networks and the Web in general by relying on new creations featuring its actual employees (posters and very short videos) for its programmaticmarketingcampaignsaimed at attractingpassive candidates andincreasingtraffic on ourvarious sites. As for the website groupama-gan-recrute.com,with its version overhauledto take the new employer communicationinto account, it recorded866,000hits in 2017 (on the Web and mobile sites) and more than 120,000applications in one year. At the same time, the consolidated companies had 1,538 departures of employees on permanent contract (excluding 88 secondments), including 841 in France; these break down as follows: 32.8% resigned, 21.5%were laid off, 22.2% retired, 9.6% contractual terminations, 11.5% left during their probation period, and 2.1% died in service. Outside France, 697 employees under permanent contracts left: 53.9% terminated their contract, 25.7% resigned,9.8% werelaid off, 3% retired, and1.6% diedin service.

12 REGISTRATION DOCUMENT 2018 - GROUPAMA ASSURANCES MUTUELLES