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Recognition

The priority is to provide every employee with development opportunities and thereby attain the highest possible level of skills and responsibility.

Career management is a priority for Crédit Agricole. With this in mind, we pay close attention to the development of our employees and support them throughout their professional lives.
To do this, the Manager/Human Resources Manager team ensures that:

  • their skills correspond to the challenges facing the Group, within the framework of a human resources management policy;
  • mobility – a key factor in employability – is encouraged;
  • talented staff are identified and capitalised upon.

We have therefore implemented a forward-looking career management policy with the signing this year of a GPEC human resources management agreement and a personalised approach, including in particular the introduction of remote working.

HUMAN RESOURCES MANAGEMENT: ENCOURAGING EMPLOYEES’ PROFESSIONAL DEVELOPMENT

The GPEC (Gestion Prévisionnelle des Emplois et des Compétences) human resources management agreement signed on 6 July 2012 is designed to accompany the professional development of Crédit Agricole S.A.’s 40,000 employees in France.
As part of the Group’s adaptation to new market conditions, and more generally the transformation of the banking and financial services industry as a whole, the agreement encourages internal mobility, standardises support measures within the Group and develops a forward-looking approach to employment.
It constitutes a way of investing on a long-term basis in the professional development of our employees by giving them the means to grow. 

REMOTE WORKING

Crédit Agricole S.A. has launched a pilot programme scheduled for one year as of June 2011, comprising a maximum of 70 remote workers in total. The pilot project was launched following the opinion survey conducted when the head office was relocated to Montrouge. This experiment attests to the feasibility of remote working and shows that quality of life at work boosts overall efficiency. Remote workers can work from home one day a week, decided in concert with their manager.

Following this experimental period, Crédit Agricole S.A. signed an agreement on the roll-out of remote working in February 2012 lasting for one year. A SharePoint site and user guide have been created for this purpose.
SILCA – the Group’s IT production economic interest grouping (GIE) – also recently ratified a one-year renewable agreement on remote working. This agreement responds to growing demand from employees and has been established as an additional performance factor for the company.

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