Renault manages skills with a forward-looking approach aimed at providing the company with all the skills required to fulfill its strategy and at strengthening the employability of its staff.

Each company function looks ahead and plans the skills it will need worldwide, drawing up relevant action plans. For “critical” skills, i.e. those the company will need in the future, the company organizes training and recruitment initiatives. “Sensitive” skills, the company’s need for which is decreasing, call for retraining plans. The company maintains and consolidates “stable skills”, ensuring that expertise remains at a high level.


Through clearer visibility on trends in jobs, trades and qualifications, and on possible career paths, each employee can play a proactive role in his professional life. 

Recruitment targeting critical skills and the support of international growth 

In 2012 Renault hired 8,396 employees worldwide on long-term contracts to support its international development and prepare for the future.


 Recruitment in 2012  
 Europe 1,007
 Euromed-Afrique 2,488
 Amériques 1,456
 Eurasie 2,586
Asie-Pacifique 859


(Source : Registration document)


The motivation and skills of employees are central to the company’s competitive edge. To develop its workforce, the Group organizes training courses that meet the company’s needs and boost the employability of staff throughout their professional lives.


The Group offer covers all areas in professional training. Function schools at each site provide training tailored to key skills needs. The function schools also organize more individual training, favoring personal development and the acquisition of language and cross-cutting skills.

In all, over 3.3 million hours of training – or an average 29 hours per


employee – were provided in 2012 in Renault’s ten main operating countries (Argentina, Brazil, France, India, Morocco, Romania, Russia, South Korea, Spain and Turkey, accounting for 90% of the workforce).