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LISI 2015 FINANCIAL REPORT
CORPORATE SOCIAL RESPONSIBILITY
Intended to contribute to profitable and sustainable growth,
the LEAP program is a system of best human and industrial
practices which is in the course of employment throughout the
Group's organizations.
This working method, aimed at achieving industrial excellence
in all areas of the business, relies on the involvement of the
employees and is aimed at reducing waste and all non-value-
added activities, by analyzing and optimizing flows.
Custom-developed by our experts in industrial performance,
the LEAP training courses assist with raising skill levels around
the LEAP system tools (LEAP Basics, 5S, SMED, PSM, VSM,
WSM, etc.).
Deployment of a major LISI Excellence tool in HSE: the
Safety Culture Program (SCP)
The aim of this program is to address behavior-related causes
of occupational accidents by providing managers with the
keys to understand hazardous behaviors and giving them the
levers to correct them. This program also aims to develop a
Safety Culture among employees through the deployment of
a structured and regular communication campaign. Through
a shared culture of caution, inciting each employee to make
their work environment safer, the sites of Dasle and Puiseux
recorded significant safety improvements.
Professional career paths and recognition of qualifications
The management of the Group attaches particular importance
to the development of professional qualifications by its
employees.
Hence, for several years, the LISI AUTOMOTIVE division has
been developing specific professional career paths, based on its
strategic businesses:
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cold stamping on the sites at Dasle, Delle, La Ferté-Fresnel,
Mélisey and Saint-Florent;
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heat treatment at Delle, Puiseux and Saint-Florent;
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machining operator at Mélisey and Dasle;
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machining isle setter at Mélisey;
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rolling operator/setter at Delle and Saint-Florent;
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laminator at La Ferté-Fresnel ;
■■
supervisor on all the French sites of LISI AUTOMOTIVE.
These professional career paths enable the employees to obtain
a Certificate of Parity Qualification in Metallurgy (CQPM) or,
in certain cases, a Certificate of Professional Inter-industry
Qualification.
These certificates are recognized on a national level by
companies in the metalworking sector; they certify the
professional capacities of the holder and provide professional
and social recognition.
The professional qualifications are developed closely with
changes in the trades; they are updated regularly with the
professionals in the businesses in order to respond in real-time
to technological changes.
In 2015, two new qualifying career paths validated by the CQPI
were initiated:
■■
surface treatment at La Ferté-Fresnel ;
■■
automatic control at La Ferté-Fresnel et Mélisey.
Hence, within the LISI AUTOMOTIVE division, nearly 5,300
hours were dedicated to these career paths, and 15 CQPM/CQPI
qualifications were obtained in 2015.
This system is also active in other Group divisions, in particular
on the LISI AEROSPACE sites of Marmande (CQPM Supervisor),
Bar-sur-Aube and Bologne (CQPM Metallurgical Processing/
Forging) and Argenton (CQPM Boilermaking).
The LISI MEDICAL Orthopaedics site also continued the
initiatives with a school of polishing in collaboration with
the local UIMM, the job center, the AFPI and the town hall of
Hérouville Saint Clair with a view to recruiting and training
polishers as part of operational preparation for employment.
LISI AEROSPACE Knowledge Institute becomes LISI
Knowledge Institute
With 398 participants in training courses of between 2 and
13 days, the Company university LISI Knowledge Institute
(LKI) was confirmed not only as a pillar in the strategy for the
development of employee skills but also a major tool for the
retention of talents and the attraction of candidates with high
potential.
In view of the success which this program has seen, in 2015 LKI
began to extend its coverage perimeter to all the divisions of
the Group.
1.6
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DIVERSITY AND EQUAL OPPORTUNITY/EQUAL
TREATMENT
The LISI Group sees diversity as an asset, the exchange of ideas
and points of view being a source of progress for the Company
and an asset vis-à-vis its competitors.
The fight against discrimination of any kind is an essential
prerequisite for these different profiles, whether by age,
gender, ethnic origin, religious or other beliefs, to flourish