SPA
// BÚSQUEDA
 
DOCUMENTOS PRODUCTOS
grupo CIAT
> grupo CIAT > desarrollo sostenible > los 7 temas > nuestros colaboradores

nuestros colaboradores

Mankind at the heart of our concerns

In house training

The skills of our personnel represent the greatest source of added value for our industrial company.

  • At CIAT, every man and woman is given the freedom to consider carefully his or her professional and personal achievement.
  • Every year, CIAT's internal training centre CIAT University offers our employees a comprehensive training programme.
  • 680 employees benefit from 17,000 hours of training to help them acquire knowledge and develop their expertise.

Training sessions for our “core trade and business” are available at the “CIAT centre of expertise”, our in-house training centre located in Culoz.

A training catalogue is available for employees featuring a comprehensive list of all the training sessions offered by CIAT University:

  • Training sessions on trade expertise
  • Safety training sessions
  • Training sessions on the basics of excellence
  • Quality training sessions

Professional training: 2.8% of our payroll* CIAT University offers 38 training modules

*Legal requirement 1.6%

Partnerships with education establishments

Developing genuine partnerships with schools that teach the trades of CIAT’s core business   is a key objective for the company.

Actions (visits to the CIAT company for students and teachers, conferences, forums, simulated job interviews, donation of equipment…) are scheduled throughout the year to enable us to reinforce our mutual relationship with key players from the vocational training sector and help students to understand the world of industry.

CIAT actively recruits apprentices and trainees. We want to accompany students during their training period by proposing an internship or apprenticeship tailored to their needs. In this way we can successfully prepare them not only for their exam but also for working life.

This approach enables CIAT to discover potential employees and attract candidates for our job vacancies.

The different way these young adults perceive our organisation and our business provides our company with a positive impetus.

In 2011, 110 trainees and 30 work/study apprentices joined our workforce.

Job and Skills Forecast Management System

CIAT has adopted an structured approach to the individual development of its workforce based on recognised tools for assessment and the measurement of progress. The policy was put into writing by a Job and Skills Forecast Management agreement which was signed in 2009.

The aims of CIAT’s Job and Skills Forecast Management System are to:

  • Clearly identify key skills of employees so as to be able to anticipate their professional evolution
  • Establish clear principles for professional development both within a job position and within the company
  • Increase the efficiency of our HR management processes
  • Accompany developments to the organisation of the company in line with its strategy

 The tools that enable us to successfully apply this policy are:

  • the job description sheet which describes a batch of positions which require identical key skills
  • the progress guide which defines the clear criteria for passing from one employee grade band to another
  • the employee review which brings together all the supervisors of the same perimeter to collectively prepare the Human Ressources action plan and the annual performance appraisals campaign
  • the annual performance appraisal which aims to encourage individual development for the coming year and evaluate the results of the past year from a perspective for continual improvement

CIAT also encourages internal mobility within the Group as this facilitates career development. Indeed, thanks to internal mobility, an employee can change his or her profession, job position or region while remaining with the same area company (publication of job vacancies on the intranet, on internal notice boards…).

 

CIAT autonomous health service

Main role of the health service:

  • Preserve the physical and mental health of employees and ensure they stay in employment throughout their working life.

Missions:

  • Monitoring of employees’ health via medical check-ups and appointments with nurses, data kept in an occupational health medical file
  • Prevention of drug or alcohol use
  • Harassment prevention (moral, sexual)
  • Advice to adapt job positions for handicapped workers
  • Advice for the improvement of working conditions (ergonomic study of work stations, study of difficult occupational conditions …)
  • Advice for reducing exposure to occupational hazards (noise, chemical products…)
  • Traceability and follow-up of accidents at work, occupational diseases, occupational exposure …

 Organisation of the health service:

  • 1 occupational physician
  • 3 nurses