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Social Indicators
Training
Severity Rate of Workplace Accidents (with Work Days Lost)
In 2015, the severity rate of workplace accidents (with lost work time) in
the group decreased considerably.
Similar to the previous indicator, a slight difference in absolute data in
the smaller structures can lead to a significant variation in relative values.
SEVERITY RATE OF WORKPLACE ACCIDENTS
(WITH WORK DAYS LOST)
GRI
UNGC
OECD
G4-LA6
1
V
2015
2014
UMG
0.03
0.07
C+G
0.03
0.12
of which SECP
0.04
0.08
Vivendi Village
0
0.02
Corporate
0
0
Total
0.03
0.09
Calculation
method:
Number of days lost due to workplace accidents × 1,000
Average annual headcount × annual hours worked
Occupational Illnesses
In France, occupational illnesses are those officially reported and
recognized by the French Social Security scheme. In other countries,
occupational illnesses are defined in accordance with local laws or, if no
such local laws exist, by the International Labor Organization (ILO)
(1)
. On
the whole, the group’s businesses have little exposure to occupational
illnesses.
OCCUPATIONAL ILLNESSES
GRI
UNGC
OECD
G4-LA6
1
V
2015
2014
Consolidated data
2
1
(1)
For the complete list of these illnesses, please refer to the ILO website.
5.5. Training
5.5.1.
TRAINING POLICIES
OF THE BUSINESS UNITS
Each of the group’s major subsidiaries implements a vocational training
policy suited to the requirements of its businesses and the rapid changes
experienced by them, making skills development a major component of
its HR policy.
◆
Canal+ Group gives priority to collective initiatives to meet business
challenges as quickly and as efficiently as possible.
In France, its training teams have developed a new program, EXPERT+,
to strengthen the business unit expertise of employees through
specific models (such as “Media and Digital Marketing”, “From Belief
to Measurement” and “From Analysis to Recommendation”).
Special emphasis has also been placed on digital through three inter-
company themes:
– sharing a minimum knowledge base (including familiarity with the
players, the new digital economic models and the revolution in uses),
– putting new tools into practice (such as web analytics), and
– supporting business transformation (including written and oral
versatility in the Call Centers and working with trendsetters).
Training tools have been developed for managers. These are aimed
at helping every employee develop his or her skills so that they can
attain their highest potential.
In Poland and the United Kingdom, the objective of the training policy
is to adapt and develop the professional skills of employees and also
their employability. The training plan is established each year on the
basis of the needs identified.
◆
At UMG, training methods are often personalized in such a way that
the bulk of training is done gradually and in the work context. This
means that substantial numbers of training hours are not recorded.
Therefore, an assessment of the number of hours of training does not
reflect the reality of the training efforts actually undertaken by the
music companies.
In certain countries, special focus may be given to a specific issue. This is
the case in South Korea, where a leadership program for senior and junior
managers was offered, but also in Italy and Poland where the emphasis
was on languages, and in Hungary, which focused on accounting.
EXTRA-FINANCIAL INDICATORS HANDBOOK
2015
52