Career mobility: for everyone, everywhere

Career mobility, a fundamental aspect of Renault's corporate philosophy, is applicable to all of the company's employees. It is one of the pillars of career development at Renault.

What is career mobility?

Career mobility encompasses all those work-oriented opportunities which enable employees to update their skills, responsibilities or internal networks. It may take the form of a transformation within a given function, as individuals increase their expertise, or of a radical job change to an entirely new function. Mobility does not necessarily imply any significant geographical changes.

Renault offers a comprehensive career development program, including training and information to promote successful career mobility within specific large departments or on certain sites. Standardized career plans have been drawn up at each function (sales, manufacturing, purchasing, engineering, etc.), as have career stepping stones for employees from other sectors.

Goals

For career mobility to be successful, the goals and interests of both the employee and Renault must match. As mobility must benefit both parties concerned, the common interest lies in an augmented capacity to fill jobs whilst making the best use of individuals' skills. As a core value for Renault, mobility is a corporate priority which is valid for all business lines and functions.

Implementing career mobility

Career mobility is facilitated by harmonizing career management principles so that the same rules and processes apply across-the-board to everyone. The cornerstone of this process is the individual performance and development review. During this review, employee and manager discuss requests for transfer or other opportunities available within the company and communicate any desired change in career path to human resources and management.

Time periods

There are no fixed rules to determine the length of time during which an employee will remain in a given position. A multitude of criteria may be used: the type of job, the stage in one's career and the degree of encouragement which Renault may wish to give to a promising staff member. Certain functions, such as sales or manufacturing, tend to promote high job turnover at the beginning of an employee's career. Others, such as engineering, require more time to achieve a certain level of skill. The rhythm also often depends on the lifespan of a given project.

On the average, a person will remain in the same function for three years, but this is not considered to be a goal in itself.

Global career mobility

Renault's global mobility policy is multi-faceted. International projects can be managed from within France or on-site in a foreign subsidiary.

Expatriation and long-term missions of varying duration are a specific type of mobility. The challenge here is the development of a true global culture and the main goal is to enable Renault employees to expand their cultural horizons so as to better meet challenges.

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