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Human Resources
The Paris Air Show, held from June 20 to 26, 2011,
was one of the highlights of this comprehensive
approach that concerns all of the division’s staff,
from technicians and workers to executives
and supervisors. The visibility provided by this
event has helped discover the company and
attract talent. During these three days placed
under the sign of openness, the HR teams of
LISI AEROSPACE came to support the engineers
and salespeople who were attending in order to
facilitate exchanges and promote encounters
with the public and aviation enthusiasts. After
those days, 25 applications were selected.
To attract and develop talent, present and
future, all of LISI AEROSPACE’s sites have
embarked upon a deliberate policy of training
and learning. In 2011, LISI AEROSPACE welcomed
80 interns (including 10 in foreign operations)
and 36 apprentices: 15% of them have become
employees of the Group. Learning paths have
been developed for operators, adjusters,
supervisors, technicians and managers.
The purpose is to identify and retain potential
recruits, but also, through responsible actions
promoted by the company, to contribute more
generally to the training of young people and
facilitate their integration into the labor market.
Courses are also offered on the same model to
young engineers throughout the sites of LISI
AEROSPACE. 2011 saw a novelty: many of these
sessions took place in several of the division’s
sites and in several countries, in order to further
widen the trainees’ scope of knowledge.
Induction assistance
Also as part of that initiative to develop talent,
LISI AEROSPACE offers induction assistance. Some
sites have established partnerships with public
agencies and schools to train and qualify new
personnel for key positions that demand specific
knowledge such as the programming of digital
control machines, adjustment or boilerwork, and
area where the shortage of skills is significant.
This year, the company university, the LISI
AEROSPACE Company Knowledge Institute (LKI),
supported these induction initiatives by offering
technical training courses (Lean Six Sigma,
negotiation, etc.) and management training
paths (beginner and experienced managers) to
more than 310 employees, representing nearly
15,000 hours of training.
Last part of the process: LISI AEROSPACE
has developed a comprehensive integration
program to retain such talent, especially among
managers. This program combines mentoring
(support by a sponsor), immersion in the
factory, seminars and internal training modules
introducing the company’s fundamentals.