Learning & Development at Nexans
Training, a guarantee of well-being at work
Each employee must be provided with the means to adapt to changes in their role, expand and develop their knowledge, reinforce their curiosity and enhance their employability.
The Learning Centre of Expertise (COE), the cornerstone of the system, runs global programmes, supports functions and academies, accompanies transformation operations, promotes the sharing of knowledge, and helps to promote good practices.
- It supports operational staff in designing programmes covering all areas and at all levels such as ramping up the skills of an operator in his core business and providing technical, functional and managerial training.
- It implements MyLearning, an original digital learning platform, which the Group aims to turn into a primary source of development for its employees. Accessible to over 7,500 employees worldwide, the former LMS platform has now been redesigned and its range of training programmes has been expanded.
- It runs digital communities on the Nexans social network for learners and Human Resources teams in the field with the aim of stimulating independent learning precisely where it is needed.
- It provides expertise in course design techniques, training internal trainers, selecting external service providers and digital knowledge transfer technologies.
Mean time spent, per employee, on digital training in 2021 (compared to 2.9 hours in 2020)
Nexans has chosen the association PoleS to run digital mediation workshops at all 17 of the Group’s French production sites, targeting close to 600 operators who struggle to use digital formats or who even suffer from “illectronism”.
Special commendation for learning
Special attention is paid to learning in order to awaken and sharpen employees’ curiosity. This involves, in particular, the onboarding programmes — "Quick Start in Nexans" — which help employees understand the Group’s culture and places newcomers into networks within the very first months of joining the company.
Convinced that digital learning is a major component of employee development, and therefore of employee commitment, the Group has also created functional academies. The idea: a group of experts from the same speciality is in charge of defining the basic training, experience and skills needed to fully understand the business.
At the same time, each function strives to develop a digital approach to implement its standards effectively. As the Finance and Purchasing functions have been paving the way for the digitalisation of their Academy since 2017, 2020 saw the creation of a Human Resources e-Academy. This took place before the creation of an academy for the Industrial, Supply Chain and QHSE functions, which is scheduled for 2021.
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