Objectives

The induction process enables young recruits to become familiar with the company and quickly "find their bearings". They learn about the different activities of the group and the importance of working cross-functionally. They are given tools which ensure swift adaptation to their new surroundings, and are invited to establish an ongoing dialogue which will enable Renault to get to know them and evaluate their expectations. 

Induction day

This day is spent learning about Renault's activities and strategic goals as well as its career management methods and dedicated tools and training. In this way, new recruits can see how they relate to the group as a whole and identify Renault's objectives. It is also an opportunity to meet other new recruits, to start building up a personal network within the company, and to sign that all-important work contract! In addition to the induction day, new recruits are given a half-day presentation of their work environment and some of them take part in information meetings organized by their department.

Training programs in the plant…

Training programs take place either as soon as the new recruit takes up his or her function, or at the end of their trial period, and last two to three weeks. New recruits actively learn about a production site and the vehicle and component (engine, gearbox) manufacturing process. For many, it is their first direct contact with industrial production. Trainees benefit from first-hand experience of working in a production team on an operator's position at a Renault site in France or another country. 

… and in the sales network

The "sales" training program follows on immediately from the "factory" training program. For one week, trainees observe activity at a dealership in France or at a customer call center. The purpose is to give them a better understanding of how the market works day-to-day, notably in terms of customers, their expectations and how Renault products and services are presented and sold.

Both these programs are greatly appreciated as they provide a down-to-earth and personal view of two core Renault activities: production and sales.

Training seminars

"Product, projects and customer requirements"

Six months after joining Renault, a large group of young recruits are invited to the one-day "Product, projects and customer requirements" seminar. The goal of the seminar is to present the various stages of the vehicle design and development process, and to explain how the company as a whole contributes to it: the transition from the abstract product concept to the product itself, project organization, fulfilling customer expectations, etc. The seminar is also an opportunity to meet the different people who contribute to Renault's projects, on hand to share their knowledge and their experience with new recruits.

"Day-to-day task management" and "Together at Renault"

At the end of their first year with Renault, the young recruits meet in small groups to review their performance and share their experiences as part of the company. This gives them the resources to handle different work situations and prepares them for their assessment interview. It also reinforces their understanding of their role within the company. 

The end of the induction period

Eighteen months after the first day, a meeting with some of the group's top managers marks the end of the induction period. Renault's strategic goals are presented. Renault’s President concludes the meeting and talks with participants.

The induction process helps new recruits adapt more quickly to their responsibilities and become autonomous in their work. Because they understand Renault better, they are able to tap into the company's resources in order to progress and become more efficient in their jobs.

> Read the testimonials