In-service training and active job management are forward-planning levers for Thalès

With a presence in 68 countries, the Thalès group – one of the world leaders in aeronautics, defence, space and transportation – is constantly striving to boost its employees’ expertise, which maximises their employability.

The Thalès Learning Hub is the beating heart of the in-service training system. Its offering is designed to address both new technological trends and changes affecting the 62 job families. This approach has been well-received in-house as, in 2018, the firm posted the highest satisfaction levels (1).

Forward-looking management of jobs and skills (GPEC) was introduced to reassign staff to new occupations but the strategy was limited in the event of the structural discontinuation of a business activity which is a very real risk in a competitive environment.     

In April 2019, management and the unions signed the first “joint agreement for improving professional development and job opportunities through effective anticipation”.

It is based on a single body called the Central Anticipation Committee which is tasked with providing support for the changes required by the digital transition.

By formally introducing “active job management”, the agreement provides – in economic and/or industrial circumstances which jeopardise jobs – for adjusting and safeguarding employment, for a maximum of 18 months, through transfers of expertise and skills.

¹ List developed with the Statista Institute and integrating surveys of 500 French companies. Thalès took first place in three categories: creativity, balance between work and private life, and continuous learning.