An HR policy geared to the issues facing the automotive industry
Renault has developed a dynamic approach to skills management to ensure that the company has the skills needed to carry out its strategy while increasing the employability of its workforce.
Each company function determines which skills it will need in the future and where it will need them.
“Critical” skills – i.e., ones the company will need in the future – are acquired by training current employees or hiring new ones. To develop the cars of the future, we need skills in areas such as power systems, electronics, electrical systems, electromechanics, digital technologies, and all areas concerning environment-conscious design and recycling.
“Sensitive” skills – i.e., ones it will need less and less – call for the preparation of retraining programs.
The company maintains and increases “stable” skills.
In 2014, Renault hired nearly 10,000 people around the world on open-ended and fixed-term contracts to support its international development and prepare for the future.
To develop our employees’ skills, we conduct training programs that meet the company’s needs and increase the employability of our personnel throughout their working lives.
The Group offers occupational training in all areas.
Occupational training schools at each site provide instruction in the key skills required by the company. More individualized training to support personal development, learn a language or acquire cross-functional skills rounds out the programs offered in the occupational schools.
A total of over 2.8 million hours of training were given in 2014 in the ten main countries where Renault operates (Argentina, Brazil, Korea, France, India, Morocco, Romania, Russia, Spain and Turkey), which account for 90% of the Renault workforce.