Our human resources development policy helps employees to achieve their full potential and boost their employability in a rapidly changing job market.
Defining and meeting expectations
No matter what their job may be or how much responsibility they have, our employees all have a right to expect a fulfilling career. All our European entities organise professional development discussions between individual employees and their line managers each year to discuss career development and job opportunities.
Mobility can also be one of the keys to a rich and varied career path:
- International mobility between Thales's 68 countries of operation.
- Professional mobility between Thales's 62 job families.
Thales actively encourages its employees to move around, providing full support for all employees who choose the mobility option.
An interactive online application helps employees stay in touch directly with our HR specialists, and more traditional tools such as the Thales Opportunities mag offer a mine of information for those seeking a new career path within the Group.
Training: key to professional development
For a high-tech group like Thales, innovation is a process of constant renewal. Successful people maintain and improve their skills on a permanent basis to boost performance and maximise their employability. Thales Learning Hub offers a wide range of training opportunities, helping employees stay abreast of the latest technologies, understand trends in the job market and shape their career development plans.
Founded in 1988, Thales University now Thales Learning Hub designs and delivers training programmes tailored to employees' demands and the needs of the company. The corporate University operates in 10 countries, offering local training opportunities to 90% of our global workforce.
The IDEA agreement (Improving professional Development through Effective Anticipation), signed in 2009 with the European Metalworkers' Federation (now part of IndustriALL), demonstrates Thales’s commitment to training as a key component of professional development. Under the agreement, all employees are entitled to a range of benefits, including access to a training advisor and the right to take part in a training programme at least once every three years.
76.5 % of Group employees received training in 2018.
Most attractive employers
We are recognised both inside and outside the Group for our commitment to professional development, mobility and training. In Universum’s 2017 survey, for example, students at France's leading engineering schools ranked Thales among the three most attractive employers overall.
“Students at leading engineering schools ranked Thales among the three most attractive employers in 2017.”
Faisons le SAVOIR !
Dans le cadre du projet « TRANS’FAIRE, faisons-le savoir », soutenu par le Fonds Social Européen (FSE), les Services Formation travaillent à la conception d’une méthodologie de transfert de savoirs. Initiée en 2015, cette méthodologie en 4 étapes (cf. Schéma ci-dessous) est maintenant expérimentée dans les différentes entités du Groupe.
Elle repose sur la mise en œuvre d’un parcours d’apprentissage en situation de travail fondé sur une relation de confiance entre un/des tuteurs et un/des tutorés. Il s’agit alors de transmettre des savoirs en vue de faciliter le développement de nouvelles compétences. Le transfert de savoirs répond à des enjeux divers : favoriser l’intégration de nouveaux collaborateurs, préparer une mobilité professionnelle, éviter la perte de compétences clés et/ou critiques, etc.
Le parcours d’apprentissage est piloté et accompagné aussi bien par les Managers et les Responsables Ressources Humaines dans les entités que par les Conseillers Formation. Ce dispositif de transfert de savoirs, adaptable et structurant, continue d’évoluer à partir des retours d’expérience dans les entités. En 2017, les Services Formation accompagneront son déploiement auprès de PME partenaires du Groupe.