2010 Management program: international fast-track management training
Social initiative award nominee 2007
Veolia Energy is forecasting and supporting human resources development to meet international managerial needs in the period to 2010.
Who took this initiative?
Against a background of increasingly fierce competition in the recruitment market, the Veolia Energy board has identified a potential future shortfall in numbers of international managers.
Why
Veolia Energy currently employs around 49,000 people in 35 countries, but this total is expected to rise to 80,000 by 2010 to support the company's planned growth. Over half of these new jobs will be in international markets. It is therefore important to recruit high-potential young people.
For whom
Bilingual (in French) engineers, marketing executives and financial managers wishing to receive training in France before taking up postings abroad.
Naturally, all the international HRMs are involved in this initiative.
Implementation
A country-specifi c needs analysis was conducted before prospecting for applicants from schools and student forums. Local communication campaigns were used to inform potential candidates about the business sectors and strengths of Veolia Energy.
The country HRMs were made aware of the campaign, and helped prepare the candidate profi les.
How
The methods matrix is as follows:
- identification of needs;
- project communication;
- identification, discussion and selection of talentand skill-based fast-track schemes;
- development of action plans specific to each fasttrack scheme, and appointment of a manager;
- drafting and signature of employment contracts;
- creation of special application tools.
Outcome
By the end of 2006, 5 young candidates had signed contracts and begun dedicated training. Over a dozen more will join them in 2007.
The first candidates trained in France is due to return to his country of origin at the start of 2007 to take up a post as administration and finance director.
Problems & solutions
The diversity of countries and their economic and industrial infrastructures means that the methods used to identify potential candidates must be capable of continual adaptation.
Similarly, young managers will not necessarily be offered jobs in their country of origin, which means that the individuals involved must have a clear view of the global future of the company.
The legal issues raised by employment legislation also require contracts of employment to be selected carefully.
Lastly, candidates must be fl uent in French in order to keep up with the training provided.
Extending the initiative
China, Sweden, Italy, Poland, Ireland, Slovakia and Canada are currently involved in the Managers 2010 program. The aim is to extend it to all Veolia Energy operating countries.
