Facilitamos su integración
Nuestro programa de bienvenida e integración apoya a los recién contratados a lo largo del primer año en CACEIS.
Aspectos destacados de la integración:
- Primer día: reunión de bienvenida organizada por el Departamento de Recursos Humanos.
- Participación en un seminario de integración y presentación del Grupo.
- Interacción periódica con su gestor y coordinador de RR. HH. (entrevista al final de periodo de prueba).
- Información sobre las áreas de negocio de CACEIS a través de sesiones de formación y participación en programas formativos obligatorios sobre fraude y cumplimiento.
Fomentamos el desarrollo de sus competencias
Promover el desarrollo de las competencias de nuestros empleados, apoyarles en sus proyectos y también facilitar su adaptación a los cambios que afectan a la organización y sus áreas de negocio representan ejes prioritarios para CACEIS.
CACEIS se esfuerza específicamente por nutrir las competencias profesionales y fomentar la empleabilidad de los trabajadores a través de programas de formación personalizados (sobre nuestras áreas de negocio, gestión, idiomas, TI).
Cada año, evaluamos las necesidades de formación de los empleados con el fin de elaborar un plan de desarrollo personal.
CACEIS ofrece a sus empleados en Francia la oportunidad de participar en un programa de formación continua (Validación de la Experiencia o «VAE», por sus siglas en francés) en colaboración con la Universidad Paris Descartes en el marco del grado profesional de Back y Middle Office. En 2016, 12 empleados obtuvieron esa titulación.
Tasa de formación del 96%
Total de 77.880 horas de formación
Media de 22,1 horas de formación por empleado en formación
CACEIS is developing a mentoring policy to serve as the cornerstone of our knowledge transfer and learning initiative. This policy embodies our desire to help our employees find their feet, develop their skillset and enrich their career. Various mentoring scenarios are available within the company (apprenticeship, internship, graduate, employee on the Life Experience Degree, etc.).
A world of professional opportunities
Internal mobility is a key priority for career management. CACEIS offers their employees a wide range of career paths while also optimising our matching of resources to needs across all roles.
The CACEIS business forum and short 90-minute training sessions offered helps employees to become more familiar with our activities and prepares them for their next career move.
Our career management interview is just one of the tools in CACEIS’ individualised career management programme. It enables employees to discuss their career, skills and professional future at length with the Human Resources department.
At CACEIS, we support managers throughout the Group by providing them with the tools they need to nurture their professional development and fulfil their role.
Unearthing talent
CACEIS has a collaborative talent management policy within the Group to identify and nurture employees with exceptional potential. Employees, managers and senior managers are heavily involved in this initiative.
A personnel review is organised each year in order to prepare a comprehensive professional assessment and an individual career management plan for each employee.
Every year, CACEIS recruits recent graduates across all activities and businesses. A two-year induction and loyalty programme is offered, focusing on three major themes: integration and skills development, career monitoring and development, recognition and rewards.
Benefitting from an attractive remuneration package
At CACEIS, we are committed to rewarding our employees, nurturing their skills and offering a level playing field to all in terms of career progression.
CACEIS’ remuneration policy is based on three principles:
- Rewarding individual performance: The company encourages and rewards those employees with the best performance. Employees are rewarded for showing personal commitment and enhancing their skillset.
- Ensuring fairness: Backed by cross-disciplinary studies, the manager monitors fairness (in terms of professionalism and by role) whilst also being selective to incentivise personal commitment and performance.
- Taking an holistic view of remuneration: The remuneration package includes a fixed component, a variable component based on performance and other types of benefits:
- collective remuneration programmes offering a stake in the company’s profits and performance (profit-sharing scheme, incentive scheme, group savings plan, collective pension savings plan).
- miscellaneous benefits (free social security, works council, etc.).
In total, almost a quarter of our employees’ remuneration comes from these benefits.
