Trainings within EDF's group

Résumé du document

Nowadays, human resources are essential for a company to achieve its goals and be competitive in this global arena. In fact, Human resources are a source of knowledge and information for the organization. If an employee leaves the company, he will leave with his knowledge and experience. The company will lose this employee who received the training and the competitor will get benefits because he will hire an already trained and good employee. People are really necessary because they have an ability to be responsive and flexible in a rapidly changing world.

These impact the success (or failure) of the entire organization. Companies should therefore concentrate on building their employees' commitment and create an environment that encourages cooperation among employees. But Human resources can be the very source of an organization's advantage if they are effectively managed. In this context, we will see how human resources are managed in the French company EDF, and more precisely in terms of training, in order to reach the company's goals.

Extraits

[...] How is it organized? As we have seen above, internal promotion is strongly implanted in EDF and employees are doing long careers within the company. EDF must keep its staff competent and modern to keep them as effective as possible. It is through training that EDF has managed this challenge with human and economic dimensions. Agreement on needs: Every year the first line manager planning individual interviews with all members of his team. During the interview, the manager asks the employee about his career, his desires, his motivations and then they establish a training plan: there is a matching of the employee's request and offers available (training). [...]

[...] EDF expectations? Our Intranet site offers great jobs, jobs = internal proposal legal obligation published positions available internally. But in reality, managers communicate and choose who they want. Our intra website is updated every day. We also have "career counselor" = people who help employees to change their job (future porch posts that will become available). Employees can go to RTE EDF or “company Nationale du Rhône” (hydraulic). There are senior executives who give promotions based on resources, they distribute. [...]

[...] EDF used On-the-job training options. Mentoring: In fact, they have established the concept of mentoring. When a person gets a job in EDF, he is new and he doesn't know all the value, codes and the strategies of the firm. In order to help him, its manager should give advice. In theory, the mentor is the person who has the most experience or the most senior in the company. In this case, it is always the manager. But it can be a good thing because the manager can learn more about its subordinate and maybe know quickly how compensate the eventual gap. [...]

[...] Training is a means to achieve it. For development, training is now included in investment in human capital. ( SWOT EDF The EDF Group is one of the largest European energy provider. It is present in all areas of electricity jobs: production, transmission, trading, distribution and marketing. EDF is the largest producer of electricity in France so far ahead of GDF Suez and E.ON France. They have responsibility for the operation of exclusive French nuclear fleet. The group is also active in the production of electricity from hydropower and also has thermal power station (with gas and coal). [...]

[...] We seek to be effective. The employee who has accumulated "points"? According to seniority? Not at all, it depends on the work you do and the company needs and financial resources of the team manager. Or are there proposals for training every two years to everyone, for example? No, it's only through the training plan every year with the manager. What is the purpose of the training? (Anticipate futur demands of work, improve the level of employee to achieve, but still? [...]