The HR policy of our Division on the horizon of 2010 will be centred on Strategic Management of Jobs and Skills (SMJS) that will determine our orientations in terms of recruitment and training.

The objective of SMJS is to adapt our resources, both quantitatively and qualitatively, to our needs so as to accompany the development of the DTME, especially internationally, and to meet our clients' requirements.

To this end, our Division is developing tools to:

• positively affect and help to develop our resources by identifying our potentials and frames of reference,
• reassure our clients in terms of skills renewal,
• give each stakeholder the possibility of complete fulfilment doing his job,
• favour mobility and internal promotion by monthly dissemination of job vacancies,
• strengthening our training programmes,
• supporting our annual appraisals policy (EPI).

In terms of recruitment the Division:

• is developing a policy of hiring young engineers so as to create a "nursery of resources" and training them through professional accompaniment,
• is hiring experienced project leaders to supplement internal training schemes and reinforce its "hands-on" middle management,
• is developing and improving its integration process in cooperation with new recruits,
• is investing in professional networks to contribute to the training and employment of young graduates by setting up partnership agreements,
• is empowered in the creation of qualifying training courses such as the Nuclear Environment Professional Baccalauréat.

The Division also favours employment via sandwich courses and is developing the employment of disabled people in collaboration with the Agefiph Group and our Sustainable Development approach.

>> Please feel free to consult our on-line job vacancies...

As regards training, our development has three objectives:

• allow all members of staff to develop their career paths so as to drive our own development,
• maintain and develop the professionalism and technical skills of our staff with an eye on performance,
• motivate our managers and train them regularly so that they embody and represent our values.

Our HR policy means:

• listening to staff members so as to involve them – particularly the young ones – in our corporate orientations and development strategy,
• dialogue between management and unions to maintain a positive and calm social climate
• a feeling of belonging that we have to encourage and develop in our staff members to make them proud of working for a successful Group!