Worldline - Registration Document 2016

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

contribute to Worldline’s strategy for selecting technology. expertise and to identify the best technical resources to been established to enable the experts to further deepen their The Expert Community has been implemented in France, UK and Latam in 2017 as well. Germany, Belgium, Spain and APAC and will be launched in the located in France. Currently, 206 experts have been identified, including 141 discuss a Career Development Plan with their managers in order career development. Worldline encourages all its employees to to discuss objectives, opportunities and needs for individual becoming an obvious and regular step on everybody’s agenda every employee, Worldline ensures that “Career Talks” are them develop their skills and employability. functional and geographic mobility to its employees to help This enables Worldline to offer internal opportunities for to ensure made-to-measure training and development courses. To better manage the career opportunities and development of functions, etc. and functional expertise, project management, sales, support promotions in different career paths: management, technical them career opportunities thanks to vertical and lateral Worldline commits to develop its employees’ skills and offers objectives Worldline has launched soft skills development To help employees to reach their career development programs. programs such as mentoring, leadership trainings, and talent develop their skills and to reach business challenges. Worldline Performance management is key to enable employees to benefits of performance management. Moreover, managers can the employees every year to remind them of the expected regular feedback. A full communication campaign is sent to all has a performance management process in place that ensures and objectives setting meetings. attend webinars and trainings to help them to lead the appraisal individual needs and define development plans. meet with managers to drive personnel reviews to focus on Each year different Human Resources Business Partners (HRBP) PromotionwithinWorldline A.3.3.3.2

Worldline. Learning Days are therefore occasions not to be missed within Days”, and 600 employees attended the global webinars. Worldline had more than 2,500 learners at the local “Learning employees and/or managers; on a voluntary basis. In total, according to their aspirations. The training is mainly given by Employees could take part in the sessions of their choice, teams. The program has four priorities: lasting between 6 and 9 months in France with 140 two-person In 2016, Worldline launched an ambitious mentoring program To boost the development of young employees; ● within the Company; To develop individual careers, reinforce internal mobility ● dynamic; To share our values, develop cooperation, and the network ● with digital technologies and social media. The aim of Reverse collaborative tools, such as social networks and media. provided by younger colleagues more used to working with Mentoring is to improve their digital skills through support In 2017, Worldline plans to roll out the Reverse Mentoring employees with long careers and who are not used to dealing program to more regions. It is intended for experienced vision of the organization, developing their interpersonal skills several different ways: gaining perspective through a wider people who sign up to be mentors benefit from the program in mentor/mentee teams for a period of six months. Younger A pilot began in September 2016 in France with 30 two-person through understanding a variety of issues, etc. On the flip side, uses and advantages of digital technology for their profession the program has helped mentees to understand the challenges, eyes of younger people. and to benefit from a fresh look at the organization through the Mentoring development programs A.3.3.2.5 intergenerational ties. To develop interpersonal skills and strengthen ●

A.3.3.3

Career development

A.3.3.3.1

Career paths

A.3.3.4

Mobility

functions, etc. and functional expertise, project management, sales, support promotion within different career paths: management, technical Worldline offers opportunities to grow through vertical or lateral Worldline Expert Community . It was set up in order to further In 2016, another new initiative was launched: the creation of a capabilities and to improve innovation within the Company. organization, to foster collaboration, to deepen technical develop our technical talents and enable them to grow in the country and also at the international level. A framework has experience within the various operational entities in each initiative. The objective is to encourage the sharing of Different areas of technical expertise are included in this

A.3.3.4.1

Internationalmobility

and its employees’ skills development and careers. This strong international mobility as a key enabler for its business strategy Worldline, as the Atos group, has always considered mobility teams, and provide support for employees throughout operational HR teams in this respect, work closely with the Atos define and promote the mobility strategy, support the International Mobility within Worldline whose mission it is to commitment was illustrated by the appointment of a Head of

the process.

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Worldline 2016 Registration Document