Vaste grond onder je voeten
Onze nieuwste werknemers krijgen in hun eerste jaar bij CACEIS begeleiding in de vorm van ons welkomst- en introductieprogramma.
Highlights van de introductie:
- Dag één: een warm welkom van de Human Resources-afdeling.
- Deelname aan een introductie en een werkgroep met een groepspresentatie.
- Regelmatig contact met je manager en HR-coördinator (en een gesprek aan het eind van je proeftijd).
- Kennismaking met de activiteiten en onderdelen van CACEIS via een trainingsprogramma en deelname aan fraude- en compliance-trainingen.
Je vaardigheden aanscherpen
Het aanscherpen van de vaardigheden van ons personeel, zodat ze hun ambities waar kunnen maken en ze zich makkelijker aan veranderingen in de organisatie of onze activiteiten kunnen aanpassen, heeft CACEIS hoog in het vaandel.
We zijn trots op onze medewerkers, en we sporen ze aan hun professionele vaardigheden en inzetbaarheid voortdurend uit te breiden met gespecialiseerde training (over onze activiteiten, managementtechnieken, vreemde talen en IT).
Ieder jaar stellen we vast wat voor training onze medewerkers nodig hebben en vervolgens stellen we een persoonlijk ontwikkelingsplan op.
We bieden onze medewerkers de kans om met doorlopende trainingen in samenwerking met de Université Paris Descartes het Life Experience Degree-programma te volgen, als onderdeel van de Back and Middle Office Degree-cursus voor professionals.
CACEIS moedigt medewerkers aan om hun werkgerelateerde kennis en vaardigheden via een continu leerproces uit te breiden. In Ierland zet CACEIS zich in voor de ontwikkeling van zijn werknemers met een educatief begeleidingsprogramma.
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.
