RECRUITMENT & INDUCTION
A MEAN TO PROMOTE THE CHANGE,
DEVELOP AND ENRICH THE COMPANY
1. LEARN BY YOURSELF & CHALLENGE YOUR WAY OF DOING
RECRUITEMENT
WHY
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Recruiting means choosing with an eye to lasting relations the men and women who will join the company for anything from 2 to 30 years. We recruit team members who can cooperate with each other, work as a team, and put collective success before individual success.
WHAT
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Recruit team member...
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For its personality, who share and will put into practice our values every day: Vital & Responsible (for Decathlon) (Example of criteria: Sportive, helpful, lively and practice...)
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For its motivation by our company sense & will : enthusiastic men and women, who will communicate their pride in belonging to the company.
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For the profile (personality & competencies) I need today & tomorrow, with a strong diversity. Dealing with diversity means considering age, sex, nationality, religion, social class, etc. Managing diversity is a struggle against discrimination and it turns it into a competitive asset. To make progress on diversity means to integrate it into our politics, to be sensitive to it.
HOW
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The manager takes the responsibility & the action of the recruitment. He can be helped (preselection, offer diffusion, ...) by support team (HR, other manager..). The team can participate in recruitment.
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Each manager is trained & coached to recruitment.
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Before recruiting he defines the profile he needs in term of job skill, behavior skill (company values + 2 or 3 specific points) and motivation according to company value, team project, job sheet, current team status. He writes & communicate the job offer.
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He participates to the recruitment interview, recruitment day. He cross check with other manager &/or team to take the best decision.
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He is responsible to prepare & sign the contract with his collaborator.
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He prepares the arrival of the collaborator.
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He organizes the induction, until the autonomy of its collaborator.
BENEFITS
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INDUCTION AND PROBATION PROCESS
WHY
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A structured and well prepared induction & probation process permit to all new teammates to start in good conditions and well developed. And also a choice to validate the new teammates qualification(motivation, job and behavior skill).
WHAT & HOW
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Sign the contract and give to all employees basic information on arriving at the site including safety of building, HR admin, operations of the site, PPE needs.
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Create a formal "out of the production line" training including some trial period "on production line".
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Propose a formal review with Managers about induction and probation program to identify eventual gaps with targets.
2. COPY & IMPROVE ASSOCIATED BEST PRACTICES
Practice from: TEC factory
Contact trainer: Jenny YANG (TEC/Wuhan HUB), Ross LIU (Nanjing HUB), Sabrina LV (Xiamen), Rebecca DING (Shanghai)
What: Recruitment basic training for factory-Chinese version
Gains:
Assessment level:
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Practice from: TEC factory
Contact: Jenny Yang
What: factory integration
Gains:
Assessment level:
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Practice from: TEC factory
Contact: Jenny Yang
What: validation probation period
Gains:
Assessment level:
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Practice from: REC 1
Contact:
What: Decathlon criterias
Gains:
Assessment level:
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Practice from: REC 1
Contact:
What: face to face interview
Gains:
Assessment level:
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Practice from: AML
Contact:
What: template for recruitment
Gains:
Assessment level:
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Practice from: AML
Contact:
What: template for recruitment
Gains:
Assessment level:
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3. GO FURTHER WITH OUR COACHING OFFER
Please contact: TEC factory
4. VALIDATE YOUR SKILLS
Competency = to...
5. EVALUATE YOUR ORGANIZATION
Assessment = OPEX
Chapter = E3/E4
6. SHARE WITH US YOUR PRACTICE
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