ETHIEK EN GEDRAGSCODE
COUNTER CULTURE
Bij RESOPAL staan succes op lange termijn en een positieve bedrijfscultuur centraal. We vertrouwen op open, proactieve en transparante communicatie om deze doelen te bereiken en onze werknemers te motiveren.
TRANSPARANTE COMMUNICATIE
We voorzien onze werknemers regelmatig van uitgebreide informatie over alle relevante onderwerpen. Onze infoschermen in het bedrijf geven actuele informatie over organisatorische veranderingen, bedrijfsgezondheidsmanagement, komende evenementen en belangrijke sleutelfiguren. De belangrijkste informatie is ook altijd beschikbaar in het thuiskantoor via het digitale prikbord. Op onze bedrijfsbijeenkomst bieden we ruimte voor een directe dialoog, beantwoorden we open vragen en geven we uitgebreide informatie over ontwikkelingen binnen het bedrijf.
STERK INTERN NETWERK
Een hecht team is essentieel voor onze bedrijfscultuur. We kennen elkaar en weten dat we altijd steun kunnen krijgen van onze collega's als dat nodig is. Nieuwe werknemers worden verwelkomd met een uitgebreid inwerkprogramma. Ze ontvangen een begeleidende map met belangrijke informatie over de geschiedenis van het bedrijf, onze producten en een gedetailleerd introductieplan. Het introductieplan omvat onder andere een rondleiding door de fabriek en talloze kennismakingsbijeenkomsten waar collega's van verschillende afdelingen zichzelf en hun verantwoordelijkheden binnen het bedrijf voorstellen.
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This Graduate Program enables young graduates to become familiar with the company and its various specialised professions, to work collaboratively on projects and receive tutoring from highly experienced in-house staff for the duration of their contract. This provides them with enhanced insight into the company and helps them to decide on their future career, an approach which also contributes to retaining talent.
The young people on this program also have the opportunity to :
- acquire a broad overview of the company.
- build their network.
- work with a team.
- learn quickly.
- demonstrate their abilities to deal with major challenges.
- pursue their training.
It also enables the company to attract young people to a less attractive employment sector, and to contribute to the creation of a talent pool in anticipation of the future.
STRONG INTERNAL NETWORK
A close-connected team is essential for our corporate culture. We know each other and know that we can always get support from our colleagues if we need it. New employees are welcomed with a comprehensive onboarding programme. They receive an accompanying folder containing important information about the company's history, our products and a detailed induction plan. The induction plan includes, among other things, a tour of the plant and numerous familiarisation meetings where colleagues from various departments introduce themselves and their areas of responsibility within the company.
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This Graduate Program enables young graduates to become familiar with the company and its various specialised professions, to work collaboratively on projects and receive tutoring from highly experienced in-house staff for the duration of their contract. This provides them with enhanced insight into the company and helps them to decide on their future career, an approach which also contributes to retaining talent.
The young people on this program also have the opportunity to :
- acquire a broad overview of the company.
- build their network.
- work with a team.
- learn quickly.
- demonstrate their abilities to deal with major challenges.
- pursue their training.
It also enables the company to attract young people to a less attractive employment sector, and to contribute to the creation of a talent pool in anticipation of the future.
GEZAMENLIJKE ACTIVITEITEN EN EVENEMENTEN
Er zijn talloze mogelijkheden voor informele ontmoetingen om de uitwisseling van ideeën en het netwerk verder te versterken. Of het nu gaat om een praatje in de koffiekeuken of samen trainen in de sportschool. Daarnaast bevorderen evenementen zoals de bedrijfsloop of het zomerfeest de teamgeest en bieden ze een uitstekende gelegenheid om elkaar ook buiten de werkplek beter te leren kennen.
DEEL UITMAKEN VAN HET TEAM
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This Graduate Program enables young graduates to become familiar with the company and its various specialised professions, to work collaboratively on projects and receive tutoring from highly experienced in-house staff for the duration of their contract. This provides them with enhanced insight into the company and helps them to decide on their future career, an approach which also contributes to retaining talent.
The young people on this program also have the opportunity to :
- acquire a broad overview of the company.
- build their network.
- work with a team.
- learn quickly.
- demonstrate their abilities to deal with major challenges.
- pursue their training.
It also enables the company to attract young people to a less attractive employment sector, and to contribute to the creation of a talent pool in anticipation of the future.
THE TALENT REVIEW
In addition to the above, a talent review procedure was set up in the company to allow executives, managers and HR to share assessments and views on our employees. This enables us to identify in-house talents and anticipate their advancement within the Group’s entities. It also provides us with a transversal view of employees and thus implement actions to ensure equal pay.
In-house advancement forms part of our DNA: Several directors and managers began their career in the company in operational positions (e.g.,production or maintenance, etc.). We support our employees’ advancement towards managerial roles via a dedicated programme which lasts from 6 months to 1 year. Individual coaching is also on offer according to needs.
DOCUMENTATIONS
The number of apprentices recruited on our sites since 2018.
Trade, Maintenance, Marketing, Method, Quality, Supply Chain, Design Office.
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Apprenticeship is a growing trend in all business sectors in France and represents a real opportunity for young people to enter the labour market and acquire solid professional experience in parallel to their studies.
We recruit through apprenticeship whenever the need for staffing a team arises, provided that the conditions for recruitment are secured. For us, hiring through apprenticeship is not simply a legal obligation but a genuine recruitment choice. Certain departments, such as maintenance, IT, or marketing, are particularly suited to apprenticeship. The level of study ranges from technical high school to engineer.
The objective for the apprentice is to acquire skills and boost their personal development throughout their training period. For this initial in-company experience, the aim is to foster young people’s desire to exercise the profession they have been trained for and, ideally, to provide them with a future prospect within the company. It is thus crucial for us to ensure upstream our ability to welcome apprentices in suitable conditions (expertise and availability of the tutor, working conditions, etc.).
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