Career development and training are long-term priorities for the Group
Corporate universities within the Bouygues group’s business areas and the Bouygues Management Institute (IMB) offer staff training related to their jobs as well as management modules. The proportion of payroll allocated to training is well above the minimum legal requirement. Arrangements are also in place, both in France and elsewhere, to provide refresher training to employees who so wish (e.g. literacy and numeracy).
Furthermore, the Gustave Eiffel apprentice training centre, which is supported by the Group, prepares its students for vocational examinations in construction, electrical engineering and service trades. Qualifications range from the “CAP” vocational training certificate to “BTS” and degree-level technical diplomas. In 2013, the pass rate for the 177 candidates that sat exams was 88 %; 37 % of apprentices from the Gustave Eiffel centre work in the Bouygues group.
In the business areas:
In France at Bouygues Construction, the training programmes designed by the operating units, entities, the Bouygues Construction University and the Bouygues Management Institute (IMB) complement each other. Bouygues Construction University, which celebrated its 5th anniversary in 2013, offers more than 70 programmes – many of which are also available in English – spanning its 10 lines of business.
The strategic topic of sustainable construction was added to training programmes aimed at sales staff (Campus Commerce). This same subject was covered at Bouygues Bâtiment International by an e-learning platform, offered in English to 5,000 local and expatriate employees.
Internationally, regional training centres offer training to managers and local staff on managerial and technical topics. They also serve to help promote the corporate culture and develop internal networking.
Priority areas of training in 2013 at Bouygues Immobilier were customer satisfaction, sustainable development, responsible management practices and improved collaborative work (“Working better together”).
The company offers “blended learning” modules to its managers, including computer-based training.
Bouygues Telecom's priorities centre around challenges relating to the digital world and web culture.
Technology issues relate to the emergence of new occupations and the anticipation of paradigm shifts: the upgrade of network equipment; agile project management methods; strengthening of sales teams; supporting customers’ digital lives, etc. E-learning is gaining momentum.
In France Colas prioritises mentoring, to ensure that professional skills are passed on to new recruits, beginning with those on work/study courses.
Training is offered either through programmes identified at the subsidiary level to address local needs, as part of Colas Campus (to provide responses and skills to a pooled group of trainees at once), or within the framework of the Colas Universities, according to the type of training needed.
At TF1, training policy is moulded to the developments and transformations affecting the group.
This involves adapting to the many technological changes in the areas of broadcasting, transmissions, image and sound, and keeping up with the rapid increase in new channels along with regulatory developments, the ramp-up of high-definition viewing and developments in technical resources.
(Updated: January 2016)