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Best Practices in
Human Resources
GROUP 1 Submission
Abhishek Menon|Ayush Srivastava|Krishna Chaitanya Golla|Pavirala Gopi|Rajkumar Chouhan|Saurabh Yadav
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Company Overview
French multinational upstream integrated oil and gas company and one of
the six "Supermajor" oil companies with operations in 130+countriesworldwide
Ranked amongst the Top 10 FORTUNE Global 500 Companies 2013
Founded in 1924as Compagnie Franaise des Ptroles(CFP)Later acquired and took over Petrofina (Belgium) and Elf Aquitaine
(France) to finally re-brand as TOTALin 2003.
Headquartered at Courbevoie (La Dfense), Paris
Employees - 97,126 (2013) | Total revenues - USD 234.5 billion(2013)
Business Segments
Oil and Gas Exploration and Production, Refining and Chemicals, Natural
gas/LNG trading and shipping, Oil refining, Petrochemicals, Renewable and
Nuclear Power
http://en.wikipedia.org/wiki/Hydrocarbon_explorationhttp://en.wikipedia.org/wiki/Hydrocarbon_explorationhttp://en.wikipedia.org/wiki/Hydrocarbon_exploration8/12/2019 HR Best Practices_ TOTAL
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HUMAN RESOURCES THE VISION
DESIGNED TO DELIVER THE RESOURCES NEEDED TO MANAGE
INCREASINGLY COMPLEX PROJECTS
Profound changes in the energy industry affect TOTALs human resources
needs. Major challenges met by planning ahead and presenting a strategic vision
to the employees through Universit Total, the corporate university.
Supporting EmployeesListen to and dialoguewith all employees which includes a worldwide
onboarding seminar; an annual performance review; a second interview with a
member of the HR team every three years on average.
Contributing to Development in Our Host CountriesHiringlocal professionals and developing their skills
Anticipating Needed Skills in Fast Growing regions
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HUMAN RESOURCES AT TOTAL:
DIVERSITY AND OPENNESS
To promote the professional growth and development of all our employees,TOTALsHuman resources are built on four cornerstones
DIVERSITYof backgrounds, education and culture, a genuine source ofenrichment that helps us compare viewpoints to better predict trends and
changes in a globalized world
MOBILITY, so that employees can transfer to new jobs, segments orcountries and achieve their personal career goals
FAIRNESSgrounded in individually determined compensation, outstandingemployee benefits and a progressive policyto promote employee share
ownership
ACCOUNTABILITY & RESPONSIBILITY through daily actions around the
world,an unflagging focus on ethics, safety and sustainable development
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Key Employment Figures
Women make up 23.5% of the
Manager workforce and account for
27% of the Manager hires
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Recruitment Figures
TOTAL featured among the Top 30
Linkedin MOST inDEMAND
Employers 2013
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More Figures & Facts
At a glance
- Low employee turnover, 7.2%- 200 career managers
- 340 million spent on training
each year
- An opportunity to change jobs
every 3 to 6 years
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The TOTAL Attitude
ListeningPerformance is intrinsically related to
listening, paying attention to others
Mutual Support
Development of local economies in hostcountries, team spiritexpressed every day
Cross-FunctionalityPooling of resources and skills to provide an
integrated, end-to-end offering
BoldnessDare to suggest, invent and act,able to
break the mould andthink outside the box
TOTAL Vector" Logo and Fortune
colours
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HR Policy
For new recruits
Job policy and descriptions
Volunteer International
Experience (VIE) Programme
FIRST EXPERIENCE
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HR Policy
The hiring policy
Employment for long term
association
Induction programme -
Trainings, seminars and
workshops offered
RECRUITMENT PROCESS
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HR Policy
Total's activities involve more than
500 technical, commercial and
support professional disciplines
across the oil and gas chain
Opportunity to change jobs every 3
to 6 years
DIVERSITY OF PROFESSIONS
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HR Policy
Same salary for similar positions
Abilities given importance over
gender and age during promotions
People with disabilities are given
consideration ; 1.9% of total number
of employees
Encouraged gender diversity in the
work place
16% of the managers in the company
are females
GENDER EQUALITY
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HR Policy
Creating individual
development plans
Defining your own careergoals
Developing skills and
competencies
Internaljob postings
CAREER MANAGEMENT
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HR Policy
More autonomy, more
responsibilities
Interculturalprogrammes to discover
traditions and work ethics
Foreign co-workers
integration programmes
INTERNATIONAL MOBILITY
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HR Policy
Using ones own experiences
to help others grow
Adjusting to new culturaldifferences
Building a new local
network
Encouraging women to take
up higher jobs
MENTORING
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HR Policy
Exposure to TOTAL
Management Programme; a
training that lasts throughout
the employees career
Technical Trainings
Personal development
Intercultural programmes
TRAINING
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HR Policy
Fair, Competitive compensationto keep the firmcompetitive in a specific
market; and to ensurefairness internally
Generous Benefits for Employees
Employee Savings Plans and
pension solutions adapted to local
environment ; specific cultural factors;the social security system and localregulations/practices
COMPENSATION AND BENEFITS
TOTAL offer
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HR POLICIES THAT PROMOTE EMPLOYEE
FULFILLMENT
To ensure TOTALs growth and long-term viability, it is critical that the core
values are shared by all the employees. The ethical principles and
cornerstone behaviours have therefore been set out in the Total Code of
Conduct and the Total Attitude.
In a company like Total, where diversity is encouraged and nurtured, everyones
actions must be informed first and foremost by respect for others.
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EMPLOYEE ENGAGEMENT
ENCOURAGING EMPLOYEE DIALOGUE
In Europe and most countries where they operate, TOTAL continuously strives
to improve employee relations. They also pay careful attention to corporate
responsibility, health and sustainable development issues.
TOTAL EMPLOYEES ARE THE ARCHITECTS OF THEIR CAREERS
TOTALs HR policies give everyone a chance to develop their careers in line
with their skills and aspirations, through specific programs for students andin-house support for employees.
From training programs to transfers between business segments, career
changes to geographic mobility, employee professional development reflects
the choices you make at TOTAL.
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COMMITMENT TO EMPLOYEES & COMMUNITIES
TOTALS INVOLVEMENT IN CIVIL SOCIETY THROUGH COMMUNITY INITIATIVES
TOTALcontributes to the socioeconomic development of local communities in
all the countries where it operates. It is particularly active in the areas ofeducation and training, public health and local economic development.
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