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