44
DEVELOPING
EVERYBODY’S TALENT
People are the driving force behind Groupe SEB, so managing skills and jobs is an important issue. Active in the man-
ufacturing industry, in perpetual motion and constantly changing, Groupe SEB must adapt the way it’s organized to
ensure customer satisfaction. The Human Resources function is pivotal to achieving this by anticipating the sociological
trends of the future to support business needs and prepare for change through recruitment and skills development.
SKILLS MANAGEMENT,
FROM EMPLOYMENT TO EMPLOYABILITY
In France, Groupe SEB has entered into an
agreement on workforce and skills planning
(GPEC - Gestion Prévisionnelle des Emplois
et des Compétences), the aim of which is
to anticipate how jobs in the industry will
change, and to align skills development
with the Group’s overall strategy.
Young graduates
are central to this
approach, and
the Group creates
many points of
contact with them
through intern-
ships and work-
study placements,
etc., which may
lead to longer
programs more
closely matched
to the candidate’s profile, in order to train
them to meet the Group’s future require-
ments. These include graduate programs or
VIE (Volunteer for International Experience)
contracts for assignments abroad
Employability is developed at all levels of
the company especially at initial levels
of qualification with the introduction of a
computer skills certification program B2i
adultes Brevet Informatique et Internet
and implementation of collective job expe
rience validation VAE Validation des Acquis
de lExpérience
A COMMITMENT TO COCONSTRUCTING
A HOLISTIC APPROACH
When it comes to skills management
Groupe SEB doesnt restrict itself to in
ternational regulations It has to define
the strategic choices that will promote the
company’s overall performance and the
wellbeing of its employees, and thus an-
ticipate workforce and skills requirements.
This is made possible with the introduction
of a Strategic Workforce Planning process.
This methodology is used to identify and
measure undersupplied sectors (for which
it’s difficult to recruit, such as robotics skills
for maintenance positions), and those that
are emerging or changing (likely to disap-
pear or evolve such as the introduction of
the OPS industrial performance program
The Group can then offer training and ca
reer paths in step with these changes
TRAINING THE FOUNDATION
FOR SKILLS DEVELOPMENT
The Learning Development LD
department manages the Groups training
offering and pathways taking account of the
challenges faced by the different sectors
the companys strategy and employees
career development goals Groupe SEB has
created a culture of learning aimed at all
employees worldwide in order to develop
and harmonize skills at every level
A recognized skills management pioneer,
Groupe SEB has been asked by the internation-
ally renowned French ESCP Business School to
contribute to a white paper to share some of its
best practices.
51%
women
and 49%
men
27
young people
under 27
5
workstudy
placements
97
over55s
READ THE ESCP BUSINESS
SCHOOL’S WHITE PAPER
(French only)
RECRUITMENT IN FRANCE IN 2022
A Story About Excellence