DNFP_2018_English

2018 DECLARATION OF NON-FINANCIAL PERFORMANCE OF THE DESCOURS & CABAUD GROUP 20 In order to consolidate internal cohesion, DESCOURS & CABAUD has adopted a managerial approach focusing on collaborative practices. They aim to elicit ideas from those working on the ground in order to evolve practices, product ranges, professional practices, etc. Also as part of the UNITEAM project, an e-learning module and a formal feedback session are organised for each manager in order to better understand staff expectations. This allows action plans to be established on the ground while at the same time meeting the company Management's requirements. C. Ineffective succession planning for key managers It is essential to identify key roles and ensure that managerial positions are filled in good time. First of all, key roles here by definition refers to certain positions that if unfilled would have highly negative repercussions on the company's turnover or earning power. For management positions, the impact on business is compounded by the broader risk of undermining the decision-making process or even of preventing the formulation or introduction of a strategy. This can paralyse certain activities, prevent the finalisation of certain contracts or even prevent control of implementation of strategy in the field. > The means of control: Talent development and detection are managed through annual reviews that measure staff performance and competence including the evaluation of their development potential. These reviews are entered in a software application so that each manager and human resources manager can work on development plans for their staff. The training programme includes a managerial curriculum, from the first appointment as manager to confirmed manager training. Furthermore, in 2019 another People Review process was introduced to identify skills requirements, evolving jobs and organisational needs with regard to the succession plan. An annual talent review logically follows this review and aims to confirm talent detection through a fresh perspective provided by the subsidiary's management. This process is a decisive factor in preventing the risk of ending up without leaders in the group's key positions. It is also paramount to replenish in the longer term the pool of new talents able to take up managerial positions. DESCOURS & CABAUD wishes to intensify forward-looking talent management with a permanent nursery of “seedlings” trained in the field and destined for managerial positions in the short or medium term.