Developing
skills
Tosupport
growth
The strong increase in theGroup’sworkforce in2014makesLISI’s training
and integrationeffortsevenmorecrucial. Inorder toconsolidate internal skills,
aswell as toanticipateknowledge transfer andattractnew talent, LISI is investing
in the implementationof ambitious trainingprograms.
Humanresources
T
he growth of LISI’s activities in 2014, due in particular to
theacquisitionof theManoir Group in June, has resulted
inastrong increase in theGroup’sworkforce.Beyond this
size effect, theGroup’s recruitment strategy rests
firstly on the
anticipationof needs and the identificationof key skills ineach
of itsbusinesses. It furtherdependsonacoherenttrainingpolicy
that encourages the transfer of the skills and key knowledge,
which thecompanyenjoys in themostcompetitivesectors.
Strengtheningskills
The Group sees the strengthening of its employees’ skills as a
major lever for quality improvement, efficiency and competiti-
veness. LISI commits to training new employees in theGroup’s
business culture and does everything possible to ensure each
employeereceivesthetrainingnecessaryforhis/herprofessional
developmentandadaptation tochanges in thebusinesses.
90%ofemployeeshavereceived training
The internal and external training budget across all LISI
Group sites stood at €5.1 million in 2014, equivalent to 1.5%
of the Group’s payroll. This budget has allowed for nearly
244,000hoursof training (1.4%of all hoursworkedduring2014).
Over 9,600 employees have had at least seven hours training
(90%of theGroup’semployees), representingan increaseof48%
on2013 (+20pts).
Assimilatingyoungpeople intothe labormarket
LISI activelypursues itscontribution to the integrationof young
people into the labor market by allowing large numbers of
students to come and discover the business and its activities,
whether through the completion of internships or periods of
apprenticeship.
During 2014, LISI welcomed 594 interns, 257 apprentices and
62 work experience contracts across the sites of its three
divisions.
LISI 2014
42
