Skills & career development

Objectives :
  • To encourage mobility, a valuable asset in the development of the Group,
  • To help employees develop and rise through the ranks which is vital to ensure both their loyalty and value for the Group,
  • To foster the personal fulfilment and motivation of staff and to discover new talents,
  • To invest in innovative training programmes and resources (tailored courses, e-learning modules, etc.),
  • To implement the new appraisal system.
Highlights in 2009 :
  • 110,301 employees Group-wide completed at least one training course in 2009, 59.58% of which were women,
  • 3.48 million hours of training given.
Career development - a benefit for Société Générale and its employees :
The career development of its staff is a priority for Société Générale. Its careers management, mobility and training policies are adapted within each entity to suit their activities and staff.Part of the global strategy behind all HR processes, the bank's new “Group Competency Guide” will serve as a genuine "roadmap" for all employees, opening up the way in terms of opportunities and creating a development impetus for all Group employees.
The Group’s aim is to foster employee development through :
  • The roll-out of a common appraisal procedure to improve the promotion of talent throughout the Group,
  • Investment in training to develop new skills and move forward,
  • The opportunity to gain experience abroad by taking part in the Group's Global Potential Programme,
  • Training for professional qualifications.
Mobility - a strong driver for development :
Staff mobility overseas is encouraged by Société Générale as it fosters a deeper understanding of different cultures and stronger team cooperation. While mobility only affects a limited number of staff, it is vitally important for certain activities overseas, such as the Group’s International Retail Banking and Private Banking businesses. Thanks to the rules and tailored processes in place, overseas mobility is an excellent way of using employee expertise where it is needed most.In France, functional mobility affects a large number of employees. In 2009, more than 9,261 employees changed jobs, 68.8% of whom work in Retail Banking. In terms of internal promotions, 4,171 Société Générale France employees changed status in 2009 (4,495 in 2008), 56.1% of which were women.
Training - an ongoing investment :
Training means acquiring new skills in order to progress alongside the company both today and in the future. Developing each employee’s potential is one of the Group’s priorities.
In order to do so, Société Générale offers business-specific training programmes and innovative training resources that are tailored to each type of position and level of experience. It also offers career development courses (job promotion, management, skills development).
Moreover, access to training is made easy thanks to the Group's intranet, Espace Formation, and new e-learning tools.
Today, more and more training programmes are available to all staff wherever they are in the world. The “Project Management Institute”, for instance, aims to make project management a profession in its own right by developing an employee’s skills in a specific domain and is open to all employees involved in a project anywhere in the world. Set up in 2009, the Institute offers three training programmes (project manager, senior project manager and project director) which can be tailored following a personalised needs analysis. It is also possible to obtain certification based on international standards and approved by an external authority. At the end of 2009, 14 employees had been certified and 24 were undergoing certification.
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