2008 Registration Document - Rexel

Headcount by seniorityAt December 31, 2008, median seniority of the RexelGroup’s employees was 6 years.The median seniority within the Rexel Group slightlydecreased compared to 2007, where 51.2% of the employeeshave been within the enterprise for more than 6 years (incomparison with 50.5% in 2008).Headcount by seniority (open-ended contracts)as at December 31, 2008Rexel Group 32,231South America 372North America 8,801Asia-Pacific 3,266Central andEastern Europe4,116Western Europe 15,6760% 20% 40% 60% 80% 100%< 2 yearsBetween 2 years and 6 yearsBetween 6 years and 15 years> 15 yearsSubstantial variations are noted, with respect to seniority,based on geographic zones: the renewal of employees ismuch more rapid in the Asia-Pacific region (only 31.7% ofthe employees of the Rexel Group have more than 6 yearsof seniority in this zone) whereas in Western Europe,employees with more than 15 years of seniority representmore than 1/4 of the total number of employees in thiszone.5.1.2 RecruitmentsDuring 2008, the Rexel Group hired 5,684 employees,irrespective of their type of contract and status, comparedto 5,080 employees in 2007.The number of hires in 2008 compared to 2007 increased ata less important rate than the number of employees of theRexel Group. This evolution results from the deterioration ofthe global economic environment observed in 2008.The total number of hires represents 17.1% of the RexelGroup’s total number of employees (compared to 20.2%in 2007).Number and characteristics of recruitments2008Number of recruitments 5,684Including– Open-ended contracts 80.9% i.e., 4,597 persons– Fixed-term contracts 19.1% i.e., 1,087 persons– Managers 8.4% i.e., 479 persons– Non-managers 91.6% i.e., 5,205 personsOf these 5,684 new employees, 4,597 were hired with openendedcontracts (i.e., 80.9% of recruitments). Employeeshaving joined the Rexel Group in 2008 hold, for the majorpart, non-managerial positions: 91.6% of recruitments (i.e.,5,205 persons).Of all recruitments, irrespective of type of contract, genderor position:− 11.3% of the hires were young graduate employees justout of school;− 7.6% of the hires were senior employees;− 0.2% of the hires were employees having reporting ahandicap.Finally, the Rexel Group set up a new indicator based onthe average time necessary to fill a vacant position: suchaverage time was 35.4 days in 2008.5.1.3 Turnover of employeesThe turnover rates of employees(open-ended contracts) at December 31, 2008The turnover rates include:− The entry rate: defined as the total number of hires withopen-ended contracts divided by the total number ofemployees with open-ended contracts;− The departure rate: defined as the total number ofdepartures of employees with open-ended contractsdivided by the total number of employees with openendedcontracts;− The turnover: defined as the average of the entry rate andthe departure rate.In 2008, the entry rate within the Rexel Group was 14.3%.The departure rate of the employees of the Rexel Groupwas 21.8%.The positive difference between the departure rate and theentry rate is mainly due to the deterioration of the economicenvironment which resulted in the slowdown of hiring, tothe reorganizations carried out following the integrationof Hagemeyer and to the deterioration of the employmentmarket.Thus, for 2008, the Rexel Group’s turnover was 17.4%.Rexel Group turnover at December 31, 20082007 2008Rexel Group Turnover 19.6%* 17.4%* The 20.6% figure was published in 2007. 19.6% was the turnoverof the Rexel Group for 2007 recalculated according to the abovedefinition.The decrease in the global turnover rate of the RexelGroup mainly results from the decrease in the number ofrecruitments during 2008.REXEL 2008 | PAGE 51