Key figures

 

Employment:

Employees

Workforce: 4,517

Number of women: 1,693

Number of blue collar workers: 5

Training:

Percentage of real expenditure in relation to payroll: 5.7%

Rate of access to training: 59.9%

Average number of hours of training per employee:  26.6 

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Collective bargaining agreements signed by the site

• Rider of May 10, 2007 to the agreement on a profit-sharing scheme based on head office performance, 2007 rates. Signed by the trade unions CFDT, CFE-CGC, CFTC and FO.

• Agreement of May 10, 2007 on promoting staff initiative and creativity at head office. Signed by the trade unions CFDT, CFE-CGC, CFTC and FO.

• Memorandum of understanding of December 3, 2007 formally defining the distribution of the Hygiene, Safety and Working Conditions Committees at Renault head office. Signed by the trade unions CFDT, CFE-CGC, CFTC and FO .

 

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Workforce

In 2007, Renault head office continued to make the necessary changes to its functions and organization in order to contribute to the development of the company as part of Commitment 2009.  Noteworthy points included:

• the deployment of a policy of relations with the educational system, which has allowed the site to invest in the vocational training of young people and to welcome several hundred students (apprentices and interns) at all levels;

• the recruitment of new skills to support the Group’s international expansion and establish a male/female balance. The number of female employees is rising steadily and now stands at 37.5% of the total;

• increased support for staff in transition to help them find another job in the group while pursuing efforts to improve productivity in a fiercely competitive global environment.
  

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Training hours

In 2007 a new organization was put in place for Training Logistics, using a service provider specialising in this field, with a specific information system.  The manager's role has been reinforced: using this online information system, he/she is able to approve and monitor progress in staff training by directly accessing training reports This organization has made it possible to standardize training processes, with a view to:

• giving employees responsibility for course registration via an intranet workflow;

• building efficiency and productivity.  The implementation of this new system in the first quarter delayed start-up the training plan, which was completed to 65%.
  
  

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Occupational accidents

The "Health, Safety, Ergonomics and Working Conditions" (SSECT) policy implemented at Renault head office is based on two fundamentals: protect employee health and provide motivating working conditions. The roll-out of the Health, Safety, Ergonomics and Working Conditions System involves developing and implementing an on-site progress plan. The system is implemented across all departments, illustrating the commitment of the whole command line. This year, the site renewed its SSECT label with a score of 91.1% compared to 85% previously. The site improved its results on occupational accidents following an initiative to analyze and control occupational risks. The work was conducted with input from the departments of health, safety, maintenance as well as from the Hygiene, Safety and in Working Conditions Committees.

A number of preventive actions were implemented across the site:

• systematic induction for new arrivals (training in safety and workstation ergonomics);

• local coordination for ergonomics and work station layout;

• initiatives to raise employee awareness on "sleep and concentration", New IT and Communication Technologies, "a new way of working", etc.;

• training in the management of road risks with other activities (a driving simulator).

Deployment of the New Working Environments. Most departments are organized on the basis of shared offices. In consequence, special emphasis was placed on maintaining good working conditions, particularly with respect to workstation ergonomics.

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Initiative & Creativity

Efforts to promote staff initiative and creativity continued in 2007, with the online tool extended to the entire site.  This move reinforced the efforts made last year to cut processing times and to conduct a more rigorous study of PSIs (Practical Suggestions for Improvement) submitted. As a result, the number of approved local PSIs fell by 10% on 2006 but the number of ideas delivering savings rose by 17%. The participation rate rose by 5.5% while the savings delivered per person increased by 20% on 2006. As a result, the suggestions fund returned €97 for each PSI applied.

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Highlights

 

Initiatives to promote employees' fundamental rights

• Promoting safety and good working conditions

The site renewed its SSECT (Health, Safety, Ergonomics and Working Conditions) label in October. This result reflects the site's commitment to this system, which has been rolled out across all onsite departments.

• Ensuring staff representation

The site is keen to maintain social dialogue, as shown by the meetings of employees representation bodies: Works Council = 12 meetings, Personnel department = 11 meetings, HSWCC (Health, Safety and Working Conditions Committee) = 40 meetings, of which 22 concerned project implementation in shared offices.