An HR policy to formalise our practices and meet our human challenges

ADDEV Materials's ambition is to become a multi-local organisation that respects the company's DNA, while reconciling an international dimension with a human scale and high HR standards. The aim is for every employee to enjoy growing within the teams, learning and contributing to the Group's success.

The issues

In 2021, the drafting of the Group's Human Resources policy made it possible to formalise best practice with a view to meeting its major HR challenges.

ADDEV Materials promotes socially responsible growth, with the aim of 'growing' its employees. This ambition is based on the ability to listen to and care for employees, in an inclusive spirit.

To support this vision, five macro-processes have been defined, forming the backbone of the HR policy: quality of life at work, skills development, performance management, remuneration and recruitment.

Quality of life at work

For 2021, Quality of Life at Work standards have been drawn up, taking into account the wishes expressed by employees in four areas: safety, working conditions, work organisation and team management. Priorities and measures for each site have been defined for the coming years.

Training

To develop talent and skills, the Group has set up an in-house training school - ADDEV Academy - which offers programmes tailored to employees. To ensure that everyone's development is enhanced by better managerial support, the initial focus is on training all managers through a multi-year programme. All local managers in France benefited from this in 2021, before a worldwide roll-out planned for 2022.

Performance management

In terms of performance management, ADDEV Materials now has 2 complementary tools: the people review and EVA. The people review, which has been in place since 2020, covers all positions at supervisor level and above. It is used to measure the needs of the organisation and the match with the skills available, as well as to identify individual expectations and the support and training required. The aim is to better prepare development and/or mobility paths, taking into account changes in the organisation. This career management tool also aims to collectively evaluate teams and develop them in a way that is consistent with the company's development strategy. In addition, in 2021, ADDEV Materials has launched annual development and assessment interviews (Entretiens de déVeloppement et d'évAluation - EVA) to enable all employees to take stock of their skills and career development needs.

In terms of remuneration, the HR policy aims to ensure that direct and indirect remuneration is well aligned with local markets and the collective and individual performance of teams.

ADDEV Materials has also structured and digitised the monitoring of objectives linked to variable remuneration, for greater transparency and internal consistency and better alignment with collective and individual performance.

Recruitment

In terms of recruitment, the severe pressure on the job market in 2021 has led the company to strengthen its attractiveness by improving the visibility of its employer brand, both externally and internally, through communication about its business lines and the individual career paths of its employees. It has also consolidated its recruitment processes with local Human Resources teams, who are very involved in finding local and/or innovative sourcing solutions.

The challenge is to highlight the special features of ADDEV Materials - an entrepreneurial company undergoing major transformation, with a rich heritage and an international network of sites on a human scale - as well as the wealth of professional experience available, particularly to young people looking for an attractive career path.