Orange Implements New Career Planning Agreement for Employees
Orange Advances Employee Career Development with New Agreement
In a significant move towards enhancing employee career prospects, Orange has reached a unanimous agreement on Employment and Career Path Planning (GEPP) for its workforce in France. This initiative aims to improve staffing strategies and adapt to the evolving demands of the telecom sector from 2025 to 2027.
Overview of the Employment and Career Path Planning Agreement
The new agreement, signed by Orange's management along with representative trade unions, establishes a framework to effectively anticipate staffing needs and develop the capabilities required to tackle the challenges presented by rapid economic and technological changes.
Key Features of the Agreement
One of the notable goals outlined in the agreement is to recruit 6,000 permanent positions by 2027 and to onboard at least 2,600 apprentices each year. With a strong commitment to employee training, Orange will continue providing over 1 million hours of training annually and has introduced a new internal professional retraining program named "Orange Perspectives." This program supports employees in navigating career transitions and improving their skills.
Emphasizing Employee Empowerment
Orange is dedicated to creating a workplace environment that prioritizes employee choice and adaptability in career development. By providing structured support and comprehensive retraining options, employees can explore new opportunities within the company and develop professionally. Vincent Lecerf, Executive Director of Group Human Resources, highlighted the collaboration with employee representatives, which reflects a shared vision of fostering a more responsive workplace.
Support for Various Career Stages
This comprehensive agreement recognizes the unique needs of employees at different career stages. Key initiatives include:
Programs for Career Development
For employees nearing retirement or those in mid-career, tailored programs focus on skill enhancement, career guidance, and health-related support. These initiatives aim to facilitate knowledge transfer and ensure that employees feel equipped for the changes in the workforce.
Promoting Internal Mobility and Continuous Learning
The agreement includes provisions that encourage fluidity in internal mobility, allowing employees to transition between different roles within the organization. Structured and transparent processes will enhance the relocation experience, accompanied by financial incentives to motivate change.
Commitment to Inclusiveness and Support
In line with its focus on inclusivity, Orange is strengthening support mechanisms for employees managing caregiving responsibilities. This includes work-time adjustments for caregivers to ensure they are supported in balancing their responsibilities both at work and at home.
Objectives for Apprenticeships and Youth Integration
As part of its commitment to youth integration, Orange has set ambitious targets for hiring apprentices. The goal is to actively recruit a minimum of 2,600 apprentices annually, ensuring young talent has pathways into the professional world.
Conclusion: A Vision for the Future
This agreement marks a significant advancement in Orange’s commitment to employee development and adaptability. By prioritizing the employability and skill enhancement of its workforce, Orange positions itself as a responsible player in the telecommunications sector, enhancing its service quality to meet diverse customer needs.
Frequently Asked Questions
What is the main purpose of the new agreement at Orange?
The agreement focuses on employment and career path planning to enhance employee training, support staffing needs, and adapt to industry changes.
How many positions does Orange plan to recruit by 2027?
Orange aims to recruit 6,000 permanent positions by 2027 as part of this initiative.
What training initiatives have been introduced under this agreement?
Orange has launched the 'Orange Perspectives' retraining program and will continue to provide over 1 million hours of training annually.
How does this agreement address employees in mid-career or nearing retirement?
It includes specific programs for skill development, knowledge transfer, and supports those in the latter stages of their careers with part-time options.
What impact does this agreement have on apprenticeships?
Orange is committed to training a minimum of 2,600 apprentices per year, emphasizing youth integration into the workforce.
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