Worldline - Registration Document 2016

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Corporate and social responsibility report Annex III - Being a responsible employer

and [GRI 404-3] My development withinWorldline: Growing@worldline [GRI 404-2]

A.3.3

A.3.3.1

The Individual Development Plan A.3.3.2.3 development tool that enables every Worldline employee to The Individual Development Plan is a personalized career and the IDP: prepare a suitable action plan. Support is provided to prepare their managers as to the feasibility of those plans, and to discuss their career aspirations and benefit from the advice of take charge of his/her career plan. It allows employees to develop Individual Development Plans; Training is offered to enable employees and managers to ● throughout the process: are available for employees and managers to help them User guides for the development of IDPs, as well as videos, ● They reflect upon their career, skills and development opportunities, Discuss actions undertaken previously with their manager, ● actions, Together, draw up development objectives and the related ● Business Partner (depending on the country). And with their manager review the outcome with their HR ● A.3.3.2.4 development of associated skills, has always been one of the Worldline’s people. Technological innovation and, therefore, the development of Worldline engineers and, more generally, of all Innovation and technological expertise drive the continuous careers is part of WellBeing@Worldline. employees in order to enhance their skills throughout their core values of Worldline. To provide opportunities for all the the training and development options in Worldline. An learning experience as well as the opportunity to hear about all is an entire day dedicated to training. Employees are offered a has been adopted in every Worldline country. The Learning Day The “Learning Day” initiative, which began at Worldline Belgium, operational needs of our business. the knowledge and skills required to successfully meet the environment has been created in which employees can access workshops and information sessions. Global webinars have one – or several – days of custom-made training courses, discussion. Each country has developed its own program for e-learning, discovering, meeting, self-testing, sharing and scheduled, spread out over five categories, and included: Learning Days in September 2016. Dozens of topics were employee in Europe, Latin America, India and Asia Pacific. been organized which could be followed by every Worldline operates have joined this initiative, and they organized their own Over the past few years, the 17 countries where Worldline LearningDays

PromotionwithinWorldline [GRI 103-2 Training and Education]

Keeping skilled, enthusiastic and innovative people help to to develop the employees’ skill sets. profiles are an ideal fit with customer needs, and offers training monitoring. Along with his team, he/she ensures that employee appointed a manager in charge of skills and performance development are a priority within Worldline. In 2016, Worldline choice for clients. With this approach, employee careers and maintain Worldline’s position as the business technologist of

A.3.3.2

Skills development

Personnel and annual talent reviews A.3.3.2.1 Every year, employee interviews are held by HR managers in performance appraisals and potential of each employee. organization, and in the light of the developing skills and changes in the business units in terms of activity, technologies, prepare individual and/or collective career moves in view of the entities. The purpose of these individual interviews is to most of the countries where Worldline operates and in each of might express and/or any prospects for mobility. employee, their potential, their performance, and wishes they document the strengths and areas for improvement of every Worldline Group. Working with the HR team, managers This annual meeting has a structure that is consistent across the needed, particularly in terms of training. possible successors, and to decide on any support that might be possible career paths, high potentials, key skills, difficult jobs and The information thus gathered makes it possible to identify opportunities for mobility within the Company every year. people progress, while offering numerous openings and drive of the management teams and the desire to help our More than 80% of action plans are implemented; this shows the develop their skills and achieve their business goals. The Performance management is key to enabling employees to training courses to help them lead annual appraisals and management. Moreover, managers can attend webinars and year to remind them of the expected benefits of performance communication campaign is sent to all the employees every half-yearly updates between managers and employees. A full Worldline performance management system allows for Performancemanagement A.3.3.2.2

goal-setting discussions.

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Worldline 2016 Registration Document