2020 Universal registration document and annual financial report - BNP PARIBAS582
7 a Committed Bank: information ConCerninG the eConomiC, soCial, CiviC and environmental resPonsiBility of BnP PariBas
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Our social responsibility: developing and engaging our people responsibly
COMMITMENT 6: A LEARNING COMPANY SUPPORTING DYNAMIC PROFESSIONAL PATH MANAGEMENT
Keen to develop its human capital, the Group creates a variety of career development opportunities for everyone. This is central to BNP Paribas employment practices. This investment also makes it possible to reinvent oneself and face current and future crises.
The 2020 objective for this commitment: Proportion of employees who completed at least two training courses (including mandatory training courses) during the previous 12 months is set at 90%. This rate was just over 90% in 2020.
MANAGING PROFESSIONAL PATHS
News from the Talents programme Leaders for Tomorrow .
As part of its transformation process, at the end of 2015 the Group launched the Leaders for Tomorrow initiative, aimed at identifying, developing and promoting high potential employees in order to ensure succession planning for the Group s cross-functional Executive Committees for businesses, functions and regions (Top 500 LfC).
These Leadership Talents were selected by their managers and HR managers on the basis of their skills, experience, sources of motivation and personal predisposition to become leaders.
At the end of 2020, the programme brought together nearly 6,900 Leadership Talents belonging to the 3 levels (Emerging, Advanced or Top).
Over the past year, the teams have adapted to the crisis by offering all-digital events. More than 3,000 Leadership Talents of some forty nationalities from all professions/functions have benefited from dedicated support and development systems. In addition to the wide range offered by Group Human Resources mentoring, corporate volunteering, seminars, training sessions on the Personal Development Plan and online training such as Spark and Navigating Digital there are also initiatives offered locally or by their business or function.
Develop skills and improve employability
About Me is a platform for employees, managers and HR. This platform, which is a key component of career management, is designed to:
■ gain a deep understanding of the skills of all employees;
■ help employees implement their development plan and pursue professional growth;
■ Streamline interactions between employees, managers and HR, thus promoting cross-functional mobility.
Across the Group, more than 127,000 employees reported a range of close to 700 different skills for a cumulative total of around 2 million skills.
As part of the HR 2020 strategy, the annual performance review, which is systematic for all employees, has been simplified and digitized. Managers must apply the nine performance evaluation principles established to guide their actions, with regard to the objectives set by the manager for one year. The objectives defined during the professional assessment must be clear, attainable, measurable and adapted to the nature of the activity and the responsibility of the position defined in time (Agreement on the prevention of stress at work).
In addition, the multi-source feedback culture is strongly encouraged: available in About Me, this simplifies the annual appraisal review and provides material for the personal development plans.
TRAINING POLICY The Group s innovative and ambitious training policy reflects its commitment to promoting learning opportunities throughout the career of its employees, in line with SDG 8 (decent work and economic growth).
Dedicated programmes strengthening the culture from Group
The Leadership & Management Academy is a cross-functional initiative that disseminates strategic information and works to strengthen a culture of shared leadership within the Group. Dedicated to the Group s key populations (Top executives, senior managers and the Talent population), it continually adapts its offer by proposing:
■ workshops on change management, transformation and innovation strategy;
■ webinars series focusing on sustainable financing, future business trends and leadership;
■ two programmes in digital format: Navigating Digital Technologies (NDT) in the digital field and Harvard Manage Mentor Spark platform on leadership.
2020 marked the completion of the first wave of certification training on Positive Impact Business co-constructed between BNP Paribas and the University of Cambridge. More than 160 employees among key populations in direct contact with customers have obtained their sustainability certification with a view to integrating it into their discussions and solutions with their customers.
More than 300 members of the LFC-500 took part in the series of conferences The Future we choose , organised to contribute to the reflection and construction of a more resilient and sustainable business model for the organisation, society and environment.
