Sustainability Report - FY 2023

Social and societal information Career and Skills Development

“Rise up” talent identification & retention programme The human capital management policy includes an annual process for identifying the Company’s key employees and developing succession plans covering major and high-responsibility positions. The objective is to identify potential successors for each of these positions on variable time scales with development and preparation plans, as well as to target positions for which there is a lack or absence of internal succession. The Group’s Human Resources Department has continued and renewed its global programme for identifying and retaining Top Talent, called the “Rise up programme”, which now runs over two years, including a year focussed on developing and realising the potential of Top Talents and a year dedicated to contributing to the Group’s future strategic projects. This programme aims to identify, recognise and develop a certain number of talents across the Group, covering different functions, technical or leadership skills, and thus build a talent pool that will be one of the key success factors for the Group to achieve the development objectives it has set for itself. With the support of local Human Resources managers, country managers and managers, each year, the programme consists of identifying a certain number of employees with high added value, then evaluating their performance as well as their potential for development and career evolution. Once these people have been identified, an individualised development plan is put in place for each of them. Implemented at the local and Group level, it includes Group and individual components, and is associated with mentoring. The animation of a talent community makes it possible to strengthen team spirit, the link with the Company and the creation of a network of internal talents. This process ensures that high-potential individuals are clearly identified, recognised and supported as part of an enriching development path, to achieve their full professional potential and bring their expertise to the Group. Context Supporting professional development is an important lever for employee engagement and loyalty. Policy Exclusive Networks supports and is committed to promoting the development of its employees’ skills, in particular through internal and external training or e-learning, which is essential for the transmission of knowledge and know-how and thus gives employees the opportunity to continue to learn and evolve. In addition, internal mobility offers are available to employees to enable them to enrich and diversify their professional experience. 7.5.2 Developing employees’ skills

The retention of employees integrated into the Rise up programme is the subject of a specific indicator, monitored by the Group’s Executive Committee and the Board of Directors, which cannot be published for reasons of confidentiality. Succession Plan The Exclusive Networks group establishes a succession plan for a number of strategic functions, at a global and local level, thus anticipating the departure of a key employee performing an essential function requiring experience and whose replacement would be difficult, and to ensure the continuity of the organisation and the achievement of the Company’s objectives. This succession plan is built in several phases:  identification of key functions - management positions, unique, specific and instrumental positions requiring highly specialised skills essential to the Group’s development;  identification of employees likely to move towards these positions in the short, medium or long term with the support of Human Resources managers and line managers; and  implementation of specific measures and actions to support the development of identified employees’ skills. This succession plan is closely linked to the Rise up programme and is now part of an annual event. The Human Resources Department is also attentive to diversity in all its forms of the people identified in succession plans, whether in terms of gender, profile or nationality. This process of identifying key positions, shared with the Executive Committee and the Appointments and Compensation Committee secures the continuity of the Group and the availability within it of the skills necessary for its development and sustainability.

Several action plans (collective and individual) have been implemented by the Group in order to support, encourage and guide the development of its employees’ skills and to promote team performance:  performance appraisal and career development processes in which employees share their desire for development and training with their managers;  collective and individual training and development policies;  internal mobility policies;  succession plans (see above).

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Exclusive Networks SA

2023 Sustainability Report

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