RECRUITMENT & INDUCTION

A MEAN TO PROMOTE THE CHANGE,
DEVELOP AND ENRICH THE COMPANY

1. LEARN BY YOURSELF & CHALLENGE YOUR WAY OF DOING

 

RECRUITEMENT

WHY

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

Recruit team member...

  • 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...)

  • For its motivation by our company sense & will : enthusiastic men and women, who will communicate their pride in belonging to the company.

  • 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

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.

  1. Each manager is trained & coached to recruitment.

  2. 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.

  3. He participates to the recruitment interview, recruitment day. He cross check with other manager &/or team to take the best decision.

  4. He is responsible to prepare & sign the contract with his collaborator.

  5. He prepares the arrival of the collaborator.

  6. He organizes the induction, until the autonomy of its collaborator.

BENEFITS

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INDUCTION AND PROBATION PROCESS

WHY

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
  • 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.

  • Create a formal "out of the production line" training including some trial period "on production line".

  • 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

 

Practice from: TEC factory

Contact: Jenny Yang

What: factory integration

Gains

Assessment level

 

Practice from: TEC factory

Contact: Jenny Yang

What: validation probation period

Gains

Assessment level

 

Practice from: REC 1

Contact: 

What: Decathlon criterias

Gains

Assessment level

 

Practice from: REC 1

Contact: 

What: face to face interview

Gains

Assessment level

 

Practice from: AML

Contact: 

What: template for recruitment

Gains

Assessment level

 

Practice from: AML

Contact: 

What: template for recruitment

Gains

Assessment level

 

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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