Interview Leslie Dehant (KPMG France) “The talent experience must meet the objectives of a mission-driven company” Recruitment/Employer branding/employee loyalty KPMG's French business became an 'entreprise Ă mission' (mission-driven company) under local law in May 2022 and is now stepping up the implementation of a "differentiating" talent experience, in line with the objectives of its new status. Leslie Dehant, who was appointed Director of Human Resources and Talent Experience at 11,000-strong audit and consultancy firm KPMG France in April to support this development, tells mind RH exclusively about the main thrusts of its HR strategy.
Interview Leslie Dehant (KPMG France) âL’expĂ©rience talent doit rĂ©pondre aux objectifs dâentreprise Ă missionâ Recrutement/Employer branding/FidĂ©lisation Devenu entreprise Ă mission en mai 2022, le cabinet dâaudit et de conseil KPMG accĂ©lĂšre aujourdâhui la mise en place dâune expĂ©rience talents âdiffĂ©rencianteâ, en accord avec les objectifs de son nouveau statut. Leslie Dehant, nommĂ©e directrice des ressources humaines et de lâexpĂ©rience Talents du cabinet dâaudit et de conseil KPMG France (11 000 collaborateurs) en avril dernier pour accompagner cette Ă©volution, annonce en exclusivitĂ© pour mind RH les grandes orientations de sa stratĂ©gie RH.
Exclusif Interview Isabelle Calvez (Veolia CHRO): “Covid-19 displayed social protection disparities among our employees” (interview) Comp and Ben @en On 11 September 2023, Veolia, the French water, waste management and energy services group, presented a global social protection base for its 213,000 employees. Isabelle Calvez, Group HR Director, kindly spoke with mind RH about the genesis of the âVeolia Caresâ programme and the objectives that prompted the transnational company to launch it. The programme also provides Veolia with added attractiveness at a time when it is undergoing radical change amid a challenging recruitment environment.
Exclusif Interview Isabelle Calvez (DRH de Veolia) : âLe Covid-19 a Ă©tĂ© un rĂ©vĂ©lateur des disparitĂ©s de protection sociale chez nos collaborateurs” (interview) Comp and Ben Veolia, groupe français de lâeau, des dĂ©chets et de l'Ă©nergie a prĂ©sentĂ© le 11 septembre un socle mondial de protection sociale pour ses 213 000 salariĂ©s. Isabelle Calvez, DRH groupe, a acceptĂ© de dĂ©voiler Ă mind RH la genĂšse du programme "Veolia Cares" et les objectifs qui ont conduit la multinationale Ă le lancer. Câest aussi un enjeu dâattractivitĂ© pour un groupe en pleine mutation et confrontĂ© Ă dâimportants besoins en recrutement.
Interview JĂ©rĂ©my Lamri (Tomorrow Theory): “There isn’t a single HR topic that won’t be impacted by generative AI” (interview) With ChatGPTâs popularity continuing to grow since its launch in November 2022, JĂ©rĂ©my Lamri, co-author of âTravailler Ă l'Ăšre des AI gĂ©nĂ©rativesâ* (Editions EMS), explains to mind RH about how generative artificial intelligence technologies will revolutionise the world of work, especially HR practices, and reflects on the challenges facing companies. Entrepreneur and researcher specializing in understanding and developing human potential, JĂ©rĂ©my Lamri also co-founded Le Lab RH and Hub France IA and he speaks to us here as CEO of HR innovation studio Tomorrow Theory.
Interview JĂ©rĂ©my Lamri (Tomorrow Theory) : âIl nây a pas un seul sujet RH qui ne sera pas impactĂ© par les IA gĂ©nĂ©rativesâ (interview) Alors que lâengouement pour ChatGPT ne fait que croĂźtre depuis son ouverture au public en novembre dernier, JĂ©rĂ©my Lamri, co-auteur de Travailler Ă lâĂšre des IA gĂ©nĂ©ratives* aux Ă©ditions EMS, explique Ă mind RH comment les technologies de lâintelligence artificielle gĂ©nĂ©rative vont bouleverser le monde du travail et notamment les pratiques RH mais aussi Ă quels dĂ©fis vont ĂȘtre confrontĂ©es les entreprises. Il est Ă©galement cofondateur du Lab RH et du Hub France IA et, depuis plus rĂ©cemment, CEO du studio dâinnovation RH Tomorrow Theory.
Interview Alain Li (Richemont): “In Asia-Pacific, we have focused on local hiring and talent development” Professional development Recruitment/Employer branding/employee loyalty Over the last few years, Swiss luxury goods powerhouse Richemont has been growing rapidly in Asia-Pacific, where is has a presence in 10 countries. The region now accounts for 8,000 of its 35,000 employees, and almost 40% of the group's revenues thanks to iconic brands such as Cartier and Van Cleef & Arpels. Alain Li, CEO for the Asia-Pacific region tells mind RH how the group has coped in terms of hiring, training and cultural adaptation.
Interview Alain Li (Richemont) : âEn Asie-Pacifique, nous avons privilĂ©giĂ© le recrutement local et le dĂ©veloppement des talentsâ DĂ©veloppement professionnel Recrutement/Employer branding/FidĂ©lisation Ces derniĂšres annĂ©es, Richemont a rapidement crĂ» en Asie-Pacifique. La rĂ©gion reprĂ©sente aujourdâhui prĂšs de 40 % des revenus du groupe de luxe suisse - propriĂ©taires de marques telles que Cartier et Van Cleef & Arpel - et 8 000 salariĂ©s sur 35 000, avec une prĂ©sence dans 10 pays. Alain Li, directeur gĂ©nĂ©ral de Richemont en Asie-Pacifique dĂ©taille Ă mind RH comment le groupe y a fait face en termes de recrutement, de formation et dâadaptation culturelle.
Interview Anne Talagrand (Fujitsu France): “Japan’s inclusive culture for older workers is being infused in France” Diversity With almost a third of its employees over the age of 55, Fujitsu France â 300 employees, 93% of whom are executives â is very much an exception, particularly in the IT sector. The average age of employees at the Japanese IT services provider is 47 for the workforce as a whole, and 37 for those who have arrived in the past six months. Anne Talagrand, HR director of the group's French business, tells mind RH how the company is successfully integrating older works in terms of recruitment, development, employability and retention.
Interview Anne Talagrand (Fujitsu France) : âLa culture inclusive des seniors au Japon infuse en Franceâ DiversitĂ© Avec prĂšs dâun tiers de collaborateurs de plus 55 ans, Fujitsu France (300 salariĂ©s dont 93 % de cadres) fait figure dâexception, tout particuliĂšrement dans le secteur IT. Le fournisseur de services informatiques japonais affiche en effet une moyenne dâĂąge de 47 ans pour lâensemble des effectifs et de 37 ans pour les nouveaux collaborateurs intĂ©grĂ©s sur les 6 derniers mois. Sa DRH France Anne Talagrand explique Ă mind RH comment lâentreprise rĂ©ussit lâinclusion des seniors que ce soit en termes de recrutement, dâĂ©volution, dâemployabilitĂ© et de fidĂ©lisation.Â