Client case studies

Client case studies

  • Crédit Cooperatif
  • ArcelorMittal

Crédit Coopératif

Focus on manager implication in the evaluation process: le Crédit Coopératif case.

CREDIT COOPERATIF EVOVLES TO PAPER-FREE EVALUATIONs WITH ARAGON-ERH

Crédit Coopératif, ever socially involved and servicing the local economy, has doubled in size (2000 employees today) and expanded its business activities over the last ten years. Thanks to Aragon-eRH, the bank has been able to transform its management practices to successfully evolve with this growth.

FORECASTING EMPLOYMENT AND COMPETENCIES

Implementing a workforce planning initiative at Crédit Coopératif required the migration of evaluations management, activity matrices and potential employee career advancements from paper to software.

With its Evaluation and Workforce Planning modules, Aragon-eRH has accompanied Crédit Coopératif in this transformation. Now, employees evaluate themselves in a secure and confidential environment. The managers can then review the evaluations and compare the two competency “radars”.

280 MANAGERS, 2000 EMPLOYEES, 94% RETURN

280 managers at Crédit Coopératif were trained on the tool, receiving management coaching for annual evaluations in which employees provide 80% on the exchange. In addition, each of the 2000 employees has the opportunity to provide comments following their evaluation.

With its Evaluation module, Aragon-eRH delivers simple and intuitive interfaces that facilitate the flow of the annual evaluation. 94% of the evaluations were completed and validated on time.

WHY CHOOSE ARAGON-ERH?

“It is essential that the tool correspond to our values and the needs of our managers. Araon-eRH is adapted to people: the screen interfaces are intuitive; the competency radars facilitate the manager-employee discussion, the tool easily integrates our own matrices and the service teams were fully invested in the implementation.”

Marie Laborda – Program Director, Crédit Coopératif

ARAGON-ERH ALSO CHOSEN FOR ITS ABILITY TO COLLABORATE WITH CONSULTANCIES

Manager training was executed by the training entity Chaméléon, and the programme managed by Talent & Formation. Aragon-eRH’s service branch smoothly incorporated itself in the ensemble and team projects: personalization of the tool, interfacing with the pay system (ADP), guidance for manager & employee training and change management.

ArcelorMittal

Focus on managing competency forecasting: the Arcelor Mittal case.

ARAGON-ERH SIMPLIFIES ARCELOR’S COMPETENCY MANAGEMENT

With over 800 employees spread over three sites in the Meuse, Arcelor Mittal is confronted with industrial and human challenges every day.

One of their biggest challenges – managing employment and competency forecasting – is being met with the help of Aragon-eRH, specifically for evaluations and EEP.

MEET CHANGING PRODUCTION LEVELS

Arcelor Mittal’s three sites in the Meuse count for 800 employees, and the variations in activity levels require an increase in production rhythm during periods of significant change. Temporary employees can help bridge the gap in periods of flux, but permanent employees with adaptable competencies enable a company to efficiently organize workload. This precise scenario is managed by Aragon-eRH’s Competencies and Planning module, which lets Arcelor Mittal to regularly identify and adapt its teams’ adaptability to best meet the needs of the group.

SUPERVISE TALENT EVOLUTION FAIRLY

By identifying the competencies that a given site needs, the Competencies and Training module from Aragon-eRH highlights the training priorities and eventual job evolutions that can result.

The module lets 50 Arcelor Mittal site managers inventory their teams’ competencies and identify existing training needs in order to propose superior positions: an operational advantage of the highest order that also fosters an atmosphere of “fair play” amongst employees. Coworkers are assured that career advancement clearly corresponds to the competency evolution of those who are promoted.

WHY CHOOSE ARAGON-ERH?

“Adjusting competencies and versatility to respond to situations of high and low workloads is the structuring functionality we were looking for. Aragon-eRH was the only solution to meet that need, and with a fast and simple implementation for our organization.”

Michel Hervouin – Site Director, Arcelor Mittal

ARAGON-ERH ALSO CHOSEN FOR ITS ABILITY TO ANTICIPATE RETIREMENT DEPARTURES

One big challenge for the group’s industrial sites was to anticipate employees’ departures for retirement. With Aragon-eRH’s Competencies and Planning module, Arcelor Mittal has been able to develop its Workforce Planning initiative. It facilitates succession planning for soon-to-be available positions thanks to two or three years of training and competency evolution.

  • dernière mise à jour le Vendredi 19 août 2011
  • par admin