WORLDLINE_REGISTRATION_DOCUMENT_2017

Corporate Social Responsibility report Being a responsible employer

My development withinWorldline: Growing@Worldline

D.3.3

[GRI 404-2] and [GRI 404-3]

D.3.3.1

The Individual Development Plan The Individual Development Plan (IDP) is a personalized career and development tool that enables each Worldline employee to take charge of their individual career plan. It allows employees to discuss their career aspirations and benefit from the advice of their managers as to the feasibility of those plans, and to prepare a suitable action plan. Trainings for employees and managers, as well as guides and videos for the development of IDPs are provided to prepare the IDP. Innovation and technological expertise drive the continuous development of Worldline engineers and, more generally, of all Worldline’s people. Technological innovation and, therefore, the development of related skills, has always been one of the core values of Worldline. To provide opportunities for all the employees in order to enhance their skills throughout their careers is part of WellBeing@Worldline. The “Learning Day” initiative, which began at Worldline Belgium, has been adopted in every Worldline country. The Learning Day is an entire day dedicated to training. Employees are offered a learning experience as well as the opportunity to hear about all the training and development options in Worldline. An environment has been created in which employees can access the knowledge and skills required to successfully meet the operational needs of Worldline business. Dozens of topics are scheduled, spread out over five categories, and included the following: e-learning, discovering, meeting, self-testing, sharing and discussion. Each country has developed its own program for one – or several – days of custom-made training courses, workshops and information sessions. Global webinars have been organized that can be followed by employee in Europe, Latin America, India and Asia Pacific. Employees could take part in the sessions they choose, according to their aspirations. The training is mainly provided by employees and/or managers on a voluntary basis. In total, Worldline had more than 2,500 learners at the local “Learning Days,” and 600 employees attended the global webinars. Development programs and events D.3.3.2.2 Learning Days

“Build your career and growwith us”: Worldline people development and career management approach [GRI 103-2 Training and Education]

Retaining skilled, enthusiastic and innovative people helps maintain Worldline’s position as the business technologist of choice for clients. With this approach, employee careers and development are a priority within Worldline. Worldline has implemented several programs that propose different career paths with the aim to offer dedicated, personalized career management to its people. Throughout their careers, employees are offered training, support schemes such as mentoring, possibly talent development programs, alternative career development paths such as functional expertise or Project management internal qualifications, and opportunities for business, international, geographic, functional and sector mobility, which is recognized by employees as a crucial source of motivation.

D.3.3.2

People development approach

D

D.3.3.2.1

Individual development framework/processes

Annual people reviews Every year, people reviews are held by HR and managers consistently in most of the countries where Worldline operates and in each of the entities. They aim to anticipate individual and/or collective career moves and skills development needs in view of changes in the business units in terms of activity, technologies or organization. The information thus gathered offers a full cartography to identify possible career paths, major high performance and potentials, key skills, difficult jobs to staff, possible successors, and where support is needed, particularly in terms of training. Performancemanagement Performance management is a key opportunity to enabling employees to give their feedback, develop their skills and achieve their business goals through half-year individual interviews led by managers. A full communication campaign is sent to all the employees each year to remind them of the expected benefits of performance management. Moreover, managers can attend webinars and training courses to help them conduct performance appraisals and goal-setting discussions.

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Worldline 2017 Registration Document