Key figures

 

Employment:

Employees

Workforce:4,526

Number of women: 422 

Number of blue collar workers: 2,871

Training:

Percentage of real expenditure in relation to payroll: 0.7%

Rate of access to training: 85%

Average number of hours of training per employee: 25

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Collective bargaining agreements signed by the site

• Profit-sharing plan

• Banked hours

• Collective wage negotiation

   

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Workforce

Many new recruits in 2007:

• 300 IL (indirect labor) employees

• 1,335 DL (direct labor) employees

• 128 interns

• 39 apprentices

• 5 management interns most of whom will work at the Renault Technologies Americas (RTA) engineering center, which is looking for highly specialized professionals.

Improvement of the internal mobility program. In 2007, 78 jobs went to people inside the company.

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Training hours

A number of major training programs were set up in 2007 in different parts of the company.

• A program to build the professional skills of direct labor employees, which includes a career development plan.

• A managerial development program, which aims to promote and stimulate change in order to enhance performance.

• An engineering school, set up to provide skills training for employees in this field (vehicles and sub-systems). In 2007, nine training courses were tailored to local conditions, to be followed by others in 2008.

• An HR passport, designed to sharpen the professional skills of the Human Resources function. The passport contributes to deploying HR policies and practices, by helping the site to pool experience and by making communication channels shorter.

• Human Resources Excellence Plan. This plan was developed to create and implement actions designed to achieve excellence in the service provided to internal customers.
  

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Occupational accidents

Efforts focused on cutting the number of occupational accidents and the number of jobs classified as "intense". The aims were to:

• raise awareness of the concept of employees' physical integrity

• put in place the Planned Inspections Program to identify points for improvement.

• conduct audits with outside companies to ensure application of safety recommendations.
  

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Initiative & Creativity

Roll-out of the "Acelera Renault" program.  The aim is to encourage actions that contribute to corporate performance and to reward employees for their input.

Introduction of:

• an approval grid for a factual analysis of suggestions;

• a cross-functional committee to select the best initiatives on a quarterly basis.

Results are excellent for this first year, with a high participation rate and significant savings (€6 million).

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Highlights

 

 Initiatives to promote employees' fundamental rights

• Promoting health

- Organization of education and information campaigns on AIDS, with an employee newsletter and posters put up near workstations to inform employees about this risk. Follow-up medical consultations and psychotherapy are also available.

- Organization of immunization campaigns: free vaccinations against flu, tetanus and measles.

• Ensuring equal opportunities

- 80 disabled people trained as operators.

- Support for service providers to encourage the recruitment of disabled people.

- Conferences and workshops to train managers in the management of disabled people.

• Encouraging suppliers to respect fundamental principles.

A letter has been sent to all suppliers requesting their compliance with the Declaration of Employees' Fundamental Rights. The response has been largely favorable, corresponding to 75% of revenues. Technical or commercial inspections of supplier premises will include the facilities impacting health, safety and working conditions.