1.
Promoting our employees’ skills
As a global company, CIS Group is responsible for its employees. It is our duty to respect them, to support and develop their careers and to contribute to their well-being. We must take care of our employees, our most valuable asset. CIS Group’s human resources policy is centred on individualised support for each person at every stage of their career within the company. We foster the fulfilment, engagement and promotion of our staff in alignment with CIS Group values.
That is why we developed the international platform MyCIS. This tool is dedicated to human resources management and development of our employees’ skills.
MyCIS is structured into modules, one for each pillar of our human resources policy. These pillars are administrative management, recruitment, career management, performance appraisal and training.
The purpose of this international initiative is to be more attentive to our employees, assess their skills and highlight their potential.
2.
Building an international career
With 100% of its business conducted internationally and a presence in 20 countries on five continents, CIS Group offers career opportunities around the world to employees who want to move abroad.
iven the diversity of the jobs and assignments at our remote sites, we need skills in a range of areas that continue to evolve. All levels are eligible, from vocational school certification to undergraduate and post-graduate degrees.
As you move through job postings, gain experience and take training courses, you enhance your skills until you reach management level. For example, that is how one of our employees started out as a cook and is now an operations manager.
3.
Training our managers of tomorrow
CIS Group launched its New Generation project in search of its managers and executives of tomorrow. This programme is part of a strategic plan aimed at developing and training our future managers. This ambitious plan aims to meet multiple goals.
– Ensure continuity and CIS Group’s future: the project includes succession planning to safeguard the company’s future by identifying, training and supporting emerging talent.
– Pass on hard and soft skills: we are committed to passing on the knowledge and interpersonal skills that are essential for advancement in the business world.
– Support personal development: by guiding our employees on their professional path, we help them to enhance their potential and achieve their goals.
– Underpin CIS Group’s growth: investing in the training and development of our employees is a key part of supporting the Group’s continuous growth.
– Attract, develop and retain talent: by focusing on training and development, we aim to attract, develop and retain the talent that will shape the future of CIS Group.
A New Generation “potential” is a CIS Group employee with the ability to grow, to solve complex problems and to acquire new skills and knowledge. These young talents have demonstrated their potential through their performance, and the Group is committed to setting up professional development programmes to guide them towards strategic management positions in the future. And this will contribute to shaping their careers.
4.
CIS Group is committed and responsible
Since its creation, CIS Group has drawn on its family values in wholeheartedly pursuing a path of responsible development to benefit local populations and economies in the countries where it operates. Our commitment is reflected in our priority on local employment and purchasing.
Added to this foundational base are all the initiatives taken to promote health, training, children’s education, help for families and aid for orphanages.
Over and beyond these actions are the measures taken by our CSR and Sustainable Development department that are designed to bolster larger-scale initiatives with a long-term impact.
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