We have some very good programmes in place across
the Group, so what we need to do now is to build on
the good practices that already exist, and encourage
our subsidiaries to develop them further with the
key aim of making it easier for them to recruit new
employees and retain existing teams. So to ensure we
hit our target, we’ve formed a working group of CSR
and HR experts. This group represents all our activities,
and its consultative process has already produced an
initial deliverable in the form of a best practice guide.
What will your subsidiaries f ind when they read this
guide?
F. B.
Well, the guide begins by introducing and
explaining the concept behind our ‘Made in Groupe
Roullier’ in-house training programmes, and what
that means for those responsible for designing and
implementing them. It then offers methodological
guidance to facilitate implementation of these
programmes, with particular emphasis on methods
such as on-the-job training and mentoring. The guide
also gives employees the opportunity to share their
experiences of creating ambitious programmes like
AIM (Agile Industrial Management), which was created
for TIMAC AGRO’s production teams, and showcases
existing programmes that can be easily duplicated
or transposed. This is the f irst time the Group has
published a guide of this kind, and its ultimate aim is
to provide our subsidiaries with the resources and
inspiration they need to upskill their teams.
Personalised study
programmes for Magnesium
do Brasil employees
In the knowledge that not all its
employees had completed their
school education, Magnesium do
Brasil brought in local teachers to
run a series of basic learning classes.
In partnership with the education
department of Jucas municipality,
the company developed a study
programme of classroom and
distance learning modules tailored
to the needs of its 32 participants.
On successful completion of the
programme - which will be rerun
in 2024 - each will be awarded
a qualif ication recognised by the
Brazilian authorities.
Lever 1
The TIMAC AGRO France
FIT training programme is
making production expertise
more accessible
The FIT (Internal Technical Training)
programme was introduced seven
years ago to familiarise new recruits
with the world of TIMAC AGRO and
its key skills. The training provided
is tailored to the learning needs of
production, sales and administrative
staff, and covers general issues for
those who need to understand the
basics, while those in a more hands-
on role follow a more applied and
technical training structure.
More than 40 people had benef itted
from this initiative by the end of 2022.
Developing the Group’s
skills transfer model
The technical nature and special features
of the careers we offer mean that they take
time to learn. So delivering a high quality of
in-house training is very much a priority for us.
As well as ensuring that skills are shared and
passed on, it gives everyone the opportunity
to progress their careers with the company.
Fabien Boivent is Group Strategic Human
Resources Director.
Groupe Roullier is rolling out training content
created by its own people for its own people.
What are you trying to achieve with that?
F. B.
For more than 60 years now, Groupe Roullier
has operated on the basis of an atypical business
model of its own creation. That model has enabled
the Group to deliver strong f inancial growth, but has
also played a vital role in ensuring that we have the
long-term human capital we need for the ongoing
expansion of the Group. From this perspective, in-
house training has shown itself to be an essential lever
for ensuring that our expertise, skills and values are
transmitted�
Why have you set a strategic target for your in-
house training programmes?
F. B.
Setting a strategic target for internal training
programmes underlines the very high level of
importance we attach to skills transmission.
70%
The percentage of employees who completed
at least one training course in 2023
The target for 2025 is 75%
93%
The percentage of subsidiaries (with 100+ employees)
implementing an in-house training programme
The target for 2025 is 100%
Agriplas-SNSP takes training
into its own hands
As part of providing ongoing As part of providing ongoing
vocational training for its vocational training for its
production workforce, Agriplas-production workforce, Agriplas-
SNSP introduced an on-the-job SNSP introduced an on-the-job
training (AFEST) programme in training (AFEST) programme in
2023. This programme involves 2023. This programme involves
the trainer in helping and the trainer in helping and
supporting trainees as they do supporting trainees as they do
their jobs, analysing their working their jobs, analysing their working
methodology and identifying methodology and identifying
possible pathways to improvement. possible pathways to improvement.
This programme has already This programme has already
given team leaders at Dinard and given team leaders at Dinard and
setting technicians at Drulingen setting technicians at Drulingen
the opportunity to take their the opportunity to take their
workstation skills to a new level workstation skills to a new level
through personally tailored training.through personally tailored training.
25 Non-Financial Performance Statement 2023