VINCI - 2005 annual report

DEVELOPING SKILLS
VINCI’s training approach combines
decentralised organisation and a strong
commitment to developing synergies
within the Group. Almost 2 million hours
of training were organised across all VINCI
entities in 2005, up 23% compared with
2004.
Each business line has developed internal
training centres (see table below) adapted to its
particular activities. External training
institutions are used to complement the
programmes organised internally by
subsidiaries, focusing mainly on technical
subjects and management. In France, VINCI
companies are gradually implementing the
law on the individual’s right to vocational
training (DIF) for their employees.
Group companies also participate in
the development of targeted training
programmes in partnership with specialised
organisations. In France, Sogea
Construction delivers technical training
for students preparing the new civil
engineering and pipe systems high school
diplomas.
GTM Construction has signed a partnership
agreement with the French Ministry
of Education to welcome teachers to its
training centres. Every year, Eurovia
provides training to dozens of young
people without qualifi cations at its
Gevrey-Chambertin centre, near Dijon.
Its programmes lead to an initial diploma
in civil engineering recognised by the
French Ministry of Education. In the Czech
Republic, SSZ, a Eurovia subsidiary,
participated in the creation of a common
apprenticeship centre for the road industry
in 2005.
In the Netherlands, Actemium (VINCI
Energies) has developed a theoretical and
practical training module in partnership
Development of internal training centres
Training centres
with four electricity and industrial
automation training institutes in the
Eindhoven area. This programme, designed
for engineering students and technicians,
consists of nine online training modules
(Web Based Learning Industrial Automation).
It is supplemented by practical
sessions on installation commissioning
(Edulab) using automated systems made
available on company premises.
VINCI’s senior managers are invited to
follow cross-business training programmes
at the VINCI Academy (“Entretiens de
VINCI” lecture-debates and the Management
Forum). Specifi c programmes are offered
to managers in the different business lines.
To that end, Eurovia has set up an international
management centre at its Bordeaux-
Mérignac R&D centre.
CAREER DEVELOPMENT
OPPORTUNITIES
Since VINCI operates in a wide variety of
businesses in more than 80 countries, it
can offer interesting career opportunities
to its employees. The job mobility and
training requests expressed during annual
appraisal meetings are taken into account
with a view to reconciling personal
development objectives with the company’s
own goals. The job mobility section of the
VINCI intranet site lists all opportunities by
job type, region and business unit. The Jobs
and Careers Observatory made available
to human resources departments identifi es
possible transfers between different jobs
and facilitates mobility within the Group.
In 2005, 1,676 employees benefi ted from
internal transfers.
Inter-company twinning also encourages
job mobility, by allowing exchanges
Sogeform / Sogea
Césame (know-how and
trades centre) GTM Construction
VINCI Park School
VINCI Airports School
GIRF (road industry training centre) at Gevrey-Chambertin, Eurovia
VINCI Energies Academy
A RESPONSIBLE GROUP / SOCIAL RESPONSIBILITY
Business
line
Construction
Construction
Concessions
Concessions
Roads
Energy
of employees and the transfer of skills
between French and international teams.
In June 2005, the charter signed by GTM
Construction’s Sud division and the
Indian Ocean regional divisions of VINCI
Construction Filiales Internationales
brought the total number of twinning
charters within the Group to fi ve.
FOSTERING EQUAL
OPPORTUNITIES
Equal opportunities was the central theme
of the senior management convention
in 2005. It is also a priority in VINCI’s
social responsibility policy. VINCI’s goal
is to combine its business model with
a humanistic approach, acting as a fully
responsible operator in phase with the
expectations of the society within which it
works and with the diversity of the people
that make up that society.
The guiding principle adopted by VINCI is
to prevent discrimination in the workplace,
particularly as concerns recruitment and
promotion procedures, and to raise
the awareness of senior managers, human
resources managers and all employees.
Continuing the work of refl ection initiated
in 2004 by the equal opportunities
committee, working groups were set up to
examine a number of priorities identifi ed by
VINCI: the gender mix (female employees
account for 13% of VINCI’s total workforce,
of which 11% in France); cultural and
ethnic diversity in recruitment and promotion;
retention and recruitment of
people with disabilities (2,497 employees,
of which 1,892 in France, i.e. 4.79%
of the workforce in jobs not excluded by
the French law governing employment
of people with disabilities) and career
No. of hours
of training
68,032
32,716
13,541
25,000
130,312
46,065
No. of trainees
2,533
1,719
1,371
5,000
3,433
2,710
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