Skills, mobility and career
Integration schemes, mentorships and career-long training schemes as well as opportunities for internal mobility are offered to every employee in the Group which is also strongly focused on risk prevention.
APRR’s very low personnel turnover of less than 2.5% testifies to its employees’ very positive reaction to its commitments.
Helping new employees fit in
The working methods implemented within the company are focused on cross-divisional action and the transmission of know-how, as exemplified by the mentoring system set up in conjunction with Eiffage. Project groups made up of employees are formed to study ways of improving procedures and developing APRR’s roles with respect to its workforce.
Fostering mobility and internal promotion
In-house training schemes encourage personnel to boost their skill levels and help them to develop their careers. APRR backs this strong commitment with one of the largest budgets in its business sector. Its employees benefit from nearly 75,000 hours of training every year. In 2013, 83% of personnel attended a training course. On average, employees aged between 35 and 44 received four days’ training each while aged 45 or more benefited from more than three days.
A promotion and mobility charter has been adopted to facilitate employees’ mobility within the Group. This charter specifies the principles and means of supporting its personnel in this respect, and defines standard procedures applicable to all employees along with objective assessment methods based on skill levels. Over a three-year period, it has enabled nearly one in four employees to change jobs. Action has also been taken to foster the retention of seniors in their jobs.
Personnel with the highest potential are supported by in-house schemes to promote excellence. The professions and expertise of the Group’s teams are spotlighted by the Eiffage Institute, the Careers Challenge and the Winter Challenge.
Keeping employees safe
- Promoting the responsibility of supervisory staff (with "safe pilot" training modules for managers),
- Implementing integrated safety,
- Developing prevention-oriented behaviour.
Since 1999, APRR has operated a training centre dedicated to safety professions in Bourg-en-Bresse. This centre trains 700 people a year, raising their awareness of safety issues in their working environments.
Preventing psychosocial risks
APRR also raises the awareness of this issue among managers who receive training in practices to be adopted in their work environments and team management.
People Also Viewed
APRR voted Best Employer from 2015 to 2019
APRR takes a wide range of steps to enable all its employees to develop their careers within the company.
ENSURING EQUAL OPPORTUNITIES AND PROFESSIONAL INTEGRATION
As a player making an active contribution to regional economies, APRR is also focused on its social responsibilities. Its human resources policy reflects the simple principle of enabling all personnel to play their part in achieving the Group’s missions.