4 CSR AND NON-FINANCIAL INFORMATION - Attracting, developing and retaining talents
4.3.2 SKILLS DEVELOPMENT
RISKS The Group is convinced of the importance of developing its employees, whether through knowledge enhancement or the diversification of experiences. The ongoing improvement of individual skills helps motivate teams, encourages the emergence of innovative ideas, and boosts employee efficiency and employability. It also sustains Group service quality and increases safety at facilities. MEASURES TAKEN Developing employee skills contributes to the Group’s performance and each division has set out training targets. Rubis Énergie has set itself the target of maintaining the rate of training over 50% of its total headcount over the year and, more generally speaking, providing sufficient training sessions to ensure that employee performance levels do not drop. Rubis Terminal’s target is to train 100% of head office employees in each country in HSE risk awareness by 2021. Training as a means of moving forward In accordance with the wishes expressed by employees, the Group invests in general training to upgrade and enhance employees’ skills throughout their careers.
• in terms of road safety, to reduce the risk of road accidents occurring in regions with poor quality road infrastructure and/ or generally inadequate driver training, (defensive driving) (see section 184.108.40.206.1); • in terms of the environment or quality (assimilation of ISO standards); • in control of systems designed to protect facilities (tank maintenance, training in operating fire-fighting systems, etc.); • through partnerships with providers, such as the Association for Prevention in the Transport of Petroleum Products (Association pour la Prévention dans le Transport d’Hydrocarbures – APTH), which provides training and assistance to safety advisers, the Association of Training in the Trading of Fuel (Association de Formation dans le Négoce des Combustibles – Asfoneco), the Red Cross, etc. RESULTS The total number of training hours delivered within the Group was up 7.4% (77,103 training hours delivered in 2019 compared with 71,804 hours in 2018). The number of employees receiving training was up 18.7% (2,986 in 2019 compared with 2,515 in 2018) thus reaching a new high with 82% of employees in the storage business receiving training and 75% of employees in the distribution and support and services businesses.
Rubis Terminal and Rubis Énergie have established a highly varied set of training courses: • language training ; • management training ; • functional training: training in law, customs, pay systems, etc. Training as a means of preventing risk To protect the physical integrity of its employees in performing their duties, the Group is investing: • in terms of health , through the provision of ergonomic training for workstations presenting a risk to the health of employees, as well as safety training for different “at risk” jobs for staff and external workers, product training (welding, handling of chemical products), workplace first aid and rescue, etc.; • in terms of industrial safety , with the assistance of professional bodies such as the GESIP (Groupe d’Étude de Sécurité des Industries Pétrolières – Group for Safety Research in the Petroleum Industries). These training courses are designed to continually improve the safety of people and facilities on industrial sites, in an environmentally friendly manner;