As a service provider, the quality of its human resources is a key critical success factor for Keolis. It is via its employees that the group can successfully transfer know-how, develop skills and convey to the public its values of professionalism, proximity and service.
The group therefore sees its human resources strategy as a long-term commitment and actively aims to make integration as easy as possible for new recruits and to accompany and support them throughout their career with extensive training and mobility programmes.
Keolis as a recruiter
Keolis recruited 3 500 people in France and 2 500 people outside France in 2012. In an inherently male-dominated industry, the group is firmly committed to promoting equality among its staff: the percentage of women among management staff stands at 30% and across the group at 21%. Staff is all recruited at a local level: interested applicants should apply directly to his or her country's Keolis subsidiary.
Investment in skills
Keolis' training approach starts right at the start of an employee's career. In areas where there are shortages in qualified personnel, the group goes as far as training job-seekers who are potential bus, train or tram drivers. Subsequently Keolis attaches great importance to furthering the knowledge and skills of its staff and has structured its training policies in France around nine Keolis Institutes, organised by region. Training programmes, from induction weeks for newcomers to bespoke seminars for experts, bring together a wide range of staff from different regions, countries and backgrounds. Staff from outside France can benefit from training courses specific to their subject, held in France and often in English.
Meeting people's mobility needs
Alongside an annual assessment and evaluation process which takes into account the employee's aspirations and wishes, the group also internally publishes all new job vacancies in the group, giving its personnel full information on arising opportunities. Geographical mobility is available to those who wish to change areas and this is very frequent at management–level in France. The group also encourages its management-level staff to become involved in projects in other countries, which has the added advantage of bringing valuable new views and experience to the table.