Groupe Renault - 2020 Universal Registration Document

206 GROUPE RENAULT I UNIVERSAL REGISTRATION DOCUMENT 2020 Find out more at group.renault.com 02 OUR SOCIAL COMMITMENT GROUPE RENAULT: A COMPANY THAT ACTS RESPONSIBLY Develop the teams to adapt to 2.4.1.3 tomorrow's challenges Training and skills management are the essential drivers for supporting the Group in achieving its objectives. The Company has two main objectives: on the one hand, to adapt its skills to develop its competitive advantage and still better serve its customers, and on the other, to promote development through training in new technologies, notably digital. Prospective Skills Management (GPEC) A. Anticipating the impact of changes related to our environment on our skills is at the core of our concerns. Groupe Renault is leading an initiative, known as Strategic Skills Management, to identify new, stable or declining skills, as well as those to be strengthened. Under the coordination of the HR teams, an analysis is produced by experts in the various jobs from the Company’s corporate functions, and compared with external benchmarks. The priorities that emerge constitute working guidelines available to operational staff so that they can integrate these trends to define their areas of criticality and action plans. In a period of turbulence, this forward-looking work, used to prioritize recruitment and build training plans, facilitates the identification of skills to be preserved or transformed. In France: The transformation of skills initiated several years ago accelerated in 2020 in a context of health and economic crisis. In France, a method agreement was signed on July 24, 2020 by the CFDT, FO and CFE/CGC trade unions. This agreement defined the framework, themes and timetable for social dialog relating to the implementation in France of several projects, including changes in employment and technical and tertiary skills. In order to deepen the joint reflection on this work, job observatories were set up for 14 corporate functions: product engineering, production engineering, logistics, sales and marketing, information technologies and systems, finance, purchasing, after-sales, product program, quality, communication, design, Human Resources and real estate and facility management. These observatories have enabled in-depth study of the changes forecast in the various jobs, as well as the possible impacts in terms of employment, skills and qualifications. The Strategic Skills Management methodology has been reused and refined. In addition to categorization by type of skills, declining, stable or needing strengthening, the availability of resources in the labor market was also considered (high, medium, scarce). Each job profile was then positioned on this mapping according to these two axes. This information was fed through each of the local establishments concerned to the employee representative bodies (IRPs), management and employees. unions (FO, CFE-CGC and CFDT). This agreement covers the strengthening of technical and tertiary skills as well as arrangements for voluntary redundancies. Thus, a system of termination of employment by collective agreement, with or without mobility leave, has been set up for a limited scope defined by the job profile mapping. Employees with an eligible job profile, who have a professional project or who are retiring, will be able to benefit from this scheme until September 30, 2021. In addition, a new activity exemption plan started on February 1, 2021. Following this cycle of joint discussions, an agreement on the “Transformation of skills in the corporate functions of Renaults s.a.s.” was signed on November 20, 2020 by three trade New training courses will be set up to enable employees to upgrade their skills or change jobs. 400 employees will be able to benefit from a professional retraining program in 2021 and retraining opportunities will be boosted by a new internal mobility scheme. Some 250 strategic recruitments are also planned to strengthen our teams with skills that cannot be developed internally. Training to support skills development EFPD5 B. Groupe Renault supports the skills development of its employees to meet its sustainable growth targets. 2020 will go down as a year upset by a major health crisis that has accelerated the development of digital and distance learning initiatives. Responsiveness and adaptation are the two key words of the year, with the switch in just a few weeks from mostly face-to-face training to training that is essentially distance learning, and employees who have sought to develop their skills by seizing the opportunities offered by the Group in these areas. Thus, the volume of digital training hours was up +191% at 343,847 hours, compared with 180,000 hours at the end of 2019. Being a learning organization is not something that can be decreed, but is demonstrated through many achievements. The creation in May 2020 of the “ Learning Company ” Yammer group showcased best training practices and allowed trainees to express views on the training of actions that contribute most to their training: more than 1,200 Group employees are registered in this community. Another achievement is the development of the “Learn” mobile application in pilot countries (Spain, France, India, Morocco), which enables employees to take digital training courses on their smartphone. The link between the various players in skills development has been strengthened thanks to the strong collective involvement of the Learning & Development (L&D) community in the rapid reorganization of training activities, by mobilizing academies and business Experts, training and Human Resources teams at headquarters, and in the Regions and countries where Groupe Renault operates. In April, a global communication campaign was launched to develop e-learning and offer employees training courses that can be taken remotely during periods of lockdown ( e.g. Renault Way, ethics and compliance, data protection, remote management & collaboration, digital transformation, emotional intelligence, diversity & inclusion, language courses, etc .), relayed by specific campaigns in countries as the pandemic progresses (e.g. “Learn every Thursday” in Romania).