TECHNICOLOR_REGISTRATION_DOCUMENT_2017

- 5 CORPORATE SOCIAL RESPONSIBILITY Employees and workforce

HUMAN RESOURCES & SUSTAINABLE DEVELOPMENT

5.1.4

[G4-DMA Overall] [G4-DMA Employment]

GRI

Technicolor’s Human Resources & Corporate Social Responsibility (HR&CSR) organization is aimed at reinforcing Technicolor’s strategic priorities and at contributing to the Group’s objectives. In order to remain fully aligned with the needs of the Group’s different businesses and to reinforce global HR leadership capability, HR&CSR has adopted in 2010 a new operating model and has, during 2017, pursued its reinforcement across the Group. This model has three dimensions: strong partnership with Business Divisions; ■ global centers of expertise; ■ regional Human Resources competence centers, reinforced with ■ HR sites leaders. The integration of business strategy within the HR processes has been reinforced through the HR Business Partner function. HR Business Partners work closely with each business leader to analyze and plan the evolution of Technicolor’s workforce skills and competencies, and ensure they are in line with their development goals. They leverage the Company’s HR Global Centers of Expertise and Regional Competence Centers to deliver high quality and cost-efficient services. The HR Global Centers of Expertise ensure consistency and delivery of key Group HR projects and provide specialized advice and expertise across the whole organization in the following areas: Compensation & Benefits focusing on rewards, incentive programs, ■ international mobility programs, pension schemes, medical care and other benefits; Talent and Development focusing on people development, ■ organizational development practices, career and performance management; HR Information Systems, HR Processes and KPIs focusing on ■ implementing coherent and sustainable tools supported with adequate processes;

Resources Management focusing on Technicolor resource plan ■ definition and tracking; Corporate Social Responsibility (CSR) focusing on all areas ■ pertaining to Sustainable Responsibility, Environmental care, and Social Responsibility; Labor Relations, focusing on keeping a consistent set of ■ relationships and interactions with all European Union’s representatives. The Regional HR Competence Centers, built on a shared service model, ensure a consistent HR approach across sites and functions within each geographical region, and guarantee that Technicolor remains compliant with local employment laws and practices. In order to maximize services delivery and quality, Technicolor’s regions (Asia Pacific, Americas, Europe and India) are regrouped under a unique HR leader. During 2017, the Regional HR Centers have been further optimized and are now regrouped under two centers: Europe, India, Asia-Pacific: including India, China, Malaysia, Hong ■ Kong, Japan, Singapore, Taiwan, Korea, Australia, France, Belgium, Germany, the Emirates, Switzerland, UK., the Netherlands, Sweden, Norway, Italy, Israel, Spain, Hungary and Poland; Americas: including Brazil, Chile, Mexico, Canada and USA; ■ HR Leaders are appointed within the Regional Competence centers in each of the sites to better support business activities with common processes and regulations at site level by delivering all necessary HR transactional activities. HR Site Leaders also contribute to the implementation of Corporate HR programs and facilitate coherent local communications. HR Sites Leaders report to their respective Regional HR Competence Centers. The Head of HR&CSR, a Member of Technicolor’s Executive Committee, defines HR&CSR strategic priorities in line with Technicolor’s strategic plan, implements and adapts the HR&CSR model, identifies organizational needs and related resources, and pilots HR&CSR initiatives across all of the Group’s activities.

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REGISTRATION DOCUMENT 2017