SAINT_GOBAIN_REGISTRATION_DOCUMENT_2017

3

Strategic drivers for sustainable growth Continuing the Group’s digital transformation

Using digital technology to transform HR 2.2 processes

Digital technology is also changing interactions within the Group. The shift to digital provides an opportunity to redesign and optimize Human Resources (HR) processes relating to new employee recruitment and induction, tools for training and internal mobility. Using new networks to improve 2.2.1 recruitment and promote internal mobility Saint-Gobain is making increasing use of social media and digital technology in its recruitment processes: more use is being made of professional social networking, and Big Data is enabling specific skills to be identified and new talent to be hired. In 2016, Saint-Gobain launched a worldwide, four-month competition for all the Group’s recruitment professionals, in partnership with LinkedIn, with the aim of strengthening digital head-hunting and sharing good in-house practice. Every participant was competing for the highest LinkedIn Recruiter Index. This indicator measures Saint-Gobain’s effectiveness in building its employer brand, finding top talent, engaging with candidates and managing the talent pool. Saint-Gobain also promotes internal mobility and has introduced the OpenJob platform, where all employees are invited to check and apply for job vacancies within the Group. This platform was developed and rolled out in the General Delegations.

has been a particular emphasis on training in the use of digital technology, with e-learning and classroom-based sessions available to all employees. Digital technology is also playing a role in staff safety. Saint-Gobain Weber’s mobile application, WeberKehs, has been rolled out in Brazil, France, Italy, Portugal and Spain and improves employee safety via video-assisted system. The tool can be used to identify and evaluate risks in real time and take appropriate corrective decisions. The result of a collaborative effort, the application is aimed at all Saint-Gobain Weber employees. data-sharing within the Group The transition to digital is making it easier for Group employees to interact. Saint-Gobain promotes information and data-sharing in this way by encouraging access to online platforms. A collaborative company social network, MySaintGobain, was set up in 2011 and has since been developed. The platform makes it easier for employees to exchange information and good practices. They come from all over the world and all Group businesses to look for information, contribute to discussion groups, solve a problem together or share documents and ideas. Employees also use it to share their respective experience within the Group. Each and every day, numerous employees and trainees from purchasing, production engineering, research, finance, marketing and even gender diversity discussion groups interact within their online communities. The Group Information Systems Department’s “Open data for Saint-Gobain” initiative makes ready-to-use data sets, macro-economic indicators from the OECD, and safety indicators available for use by all employees, who can also add to them. An easy-to-use interface open to all users allows data to be retrieved or automatically read into another application. Fostering interaction and 2.2.3

Using digital technology for 2.2.2

employee induction, training and awareness

The Group is also developing new tools to train its employees, both new and existing, in a number of skills. New employees are provided with online training as soon as they arrive at Saint-Gobain, while e-learning and MOOCs on the Boost! Platform are open to all employees. Since 2015, there

56 SAINT-GOBAIN - REGISTRATION DOCUMENT 2017