SOCIAL MEDIA OPTIMIZACION

Balancing Social Media and Offline Life

#BBCtrending: Film lamenting social media goes viral

Coca-Cola Social Media Guard

Everyone is so connected these days. Just look at these statistics from Hubspot - 27% of total U.S. internet time is spent on social networking sites and 15% of total U.S. mobile internet time is spent on those same social networking sites. Whether its learning a new hobby or researching relevant business data, social media is a big part of our lives.

Being active on social media sites can be a lot of fun sharing life moments with your family and keep in touch with friends. Entertaining ourselves with photos shared on Instagram or Facebook or watching funny cat videos on YouTube can take capture a huge chunk of your time that sometimes can be better spent with our love ones or working on business projects. Sadly, precious time with our love ones and productivity is something that needs to be addressed. Social media is great, but it’s advisable to strike a balance between your social media and offline life.

Your Social Media Marketing Department

Relying on our team’s collective experience, when you partner with One Social Media, it’s like having your own Social Media Department. You’ll even get your own Social Media Project Manager assigned to your company, focused on making social media work for you to meet your objectives. Each Project Manager leans on the experience of a dedicated team with rich knowledge in:

Social media marketing strategy
Blogging
Advertising
Public relations
Sales strategy
Video marketing
Online lead generation
Internet marketing and
Search engine optimization

We devote our time and energy to learning about your business and how we can apply our social media marketing expertise to build your brand and connect you to the ever-growing social community.

Your prospects and customers expect you to use social media as a means to communicate and interact with them. The studies are proving it. According to the most recent findings of the 2008 Cone Business in Social Media Study:

93% of Americans believe a company should have a presence in social media.
85% believe a company should not only be present, but also interact with its consumers via social media.
56% of American consumers feel both a stronger connection with and better served by companies when they can interact with them in a social media environment.

Social media growth is, in a word, explosive. As individuals and companies alike flock to social networking platforms like Facebook, Orkut, Twitter and LinkedIn, the result is an unrivaled growth rate that continues to climb.

Maybe you’ve heard a less enlightened person say things like “Facebook is a fad” or “Social media isn’t going to last.” Instead of hysterically laughing at them and walking away, try presenting some compelling statistics courtesy of one of our favorite methods of gathering data: the infographic.

The brilliant minds at Search Engine Journal are at it again with a comprehensive infographic that details “The Growth of Social Media.” The amount of data included in the infographic is impressive, if not a little intimidating, but it’s worth a thorough examination.

CONTEXTUALIZATION

· MORE RESOURCES THAN HUMAN?

· COMPARISON TO THE U.S. WHO IS PROTECTED? HIRE AND FIRE ...

· FRANCE STILL UNIONIZED BUT TO A LESER EXTENT

· THE COLLECTIVE BARGAINNING AGREEMENT BY SECTOR (OVER 700)

o COLLECTIVE AGREEMENT

· NO LAW EXISTS WHICH REQUIRES A WRITTEN CONTRACT (HOWEVER THE LABOR CODE ITSELF CONTAINS OVER 3000 PAGES)

· CONTENT OF WORK CONTRACTS GOVERNED BY THE AGREEMENTS

TYPES OF CONTRACTS

· .. CDI .. OPEN-ENDED CONTRACT

o PART-TIME OF FULL TIME

o FREE MEDICAL CHECK-UP

· .. CDD .. SHORT-TERM CONTRACT

o TO REPLACE A TEMPORARY ABSENCE (MATERNITY LEAVE)

o TEMPORARY INCREASR IN BUSINESS ACTIVITY

o SEASONAL WORKERS (SHOWS, FESTIVALS...)

o 10% BONU AT THE END OF CONTRACT

· INTERNSHIPS

WHAT A BASIC ELEMENTS ARE DEFINED IN THE CONTRACT?

· THE PARTIES

· THE PLACE OF WORK

· NAME AND NUMBER OF THE COLLECTIVE BARGAINING AGREEMENT (COMPANY MUST FURNISH A COPY)

o HTTP:

· COEFFICIENT

· REMUNERATION

· START DATE

· PAID HOLYDAYS

· TRIAL PERIOD

· DEPENDING ON THE STATUS OF THE EMPLOYEE, FIXED HOURS (SCHEDULE) MAY NE MENTIONNED

SOME POINT ABOUT SALARY

· PAY SLIPS QUITE DENSE

· MINIMUM WAGE REVIEWED ANNUALLY ON THE 1ST OF JULY

· CONTRIBUTIONS TOS ICAL SECURITY AND UNEMPOYMENT PROGRAM ARE EQUAD TO ABOUT 20-25% OF GROS INCOME

· INCOME TAX NOT TAKEN OUT. IT IS PAID ANUALLY

TRIAL PERIODS

· LAW PASED IN 2008 REGULATES MORE CLEARLY TRIAL PERIOD

· CAN VARY BETWEEN 1 MONTH AND 4 MONTHS DEPENDING ON STATUS AND COLLECTIVE BARGAINING AGREEMENT

· CAN BE RENEWWED ONLY ONCE

· TERMINATION CONDITIONS

o LESS THAN OR EQUAL TO 7 DAYS OF EMPLOYMENT: 24 HOURS FOR EMPLOYEE AND EMPLOYER

o MORE THAN 7 DAYS AND LESS THAN ONE MONTH: 48 HOURS FOR EMPLOYEE AND EMPLOYER

o MORE THAN 1 MONTH AND LESS THAN 3 MONTHS: 2 WEEK FOR EMPLOYEE AND 48 HOURS FOR EMPLOYEE

o MORE THAN 3 MONTHS: MONTH FOR EMPLOYER; 48 HOURS FOR EMPLOYEE

· NO JUSTIFICATION LEGALLY REQUIRED

· NO TRIAL PERIODS FOR EMPLOYEES PASSING FROM A SHOT-TERM CONTRACT TO OPEN-ENDED CONTRACT

WORKING HOURS

· LEGAL FULL-TIME HOURS IS FIXED AT 35 HOURS PEER WEEK

o SPECIAL CONDITIONS APPLY TO CERTAIN CATEGORIES OF EMPLOYEES (EXECUTIVES, SALES STAFF)

· NOT A LEGAL MAXIMUM BUT A STARTING POINT FOR CALCULATING OVERTIME

· OVERTIME BENEFITS DETERMINED BY THE COLLECTIVE BARGAINNING AGREEMENT

PAID LEAVES

· PAID AT THE RATE OF TWO AND A HALF DAYS PER MONTH (5 WEEKS PER YEAR)

· NOT A LEGAL MAXIMUM BUT A STARTING POINT FOR CALCULATING OVERTIME.

· OVERTIME BENEFITS DETERMINED BY THE COLLECTIVE BARGAINNING AGREEMENT

· MATERNITY LEAVE – 16 WEEKS GUARANTED – 08 WEEK MINIMUM

· PATERNITY LEAVE – 11 DAYS – 3 DYAS FOR BTIRH OF A CHILD

· ICK LEAVE – EMPLOYEE MUST SEND OFFICIAL DOCTOR’S NOTICE TO EMPLOYER WITHIN 48 HOUR. EMPLOYEE MUST RESPECT RESTRICTIONS

· 11 PUBLIC HOLIDAYS

o JANUARY 1ST, EASTER MONDAY, MAY 1ST, MAY 8TH, ASCENSION THURSDAY (MAY), PENTECOST MONDAY, JULY 14TH, AUGUST 15TH, NOVEMBER 1ST, NOVEMBRE 11TH, DECEMBER 25TH

SUSPENSION OF CONTRACT BY EMPLOYER

· EXTREMELY PRECARIOU IN FRANCE FOR THE EMPLOYER T BEGIN THE TERMINATION PROCESS WITH A FULL TIME EMPLOYEE. THE LAW IS WRITTEN TO KEEP EMPLOYEE IN THE COMPANY.

· .. MISE À PIED .. TEMPORARY USPENSION OF CONTRACT

o NOTIFIED BY MUTUALLY SIGNED AGREEMENT DELIVERED IN PERSON OR BY REGISTERED LETTER

o CALLS FOR A MEETING BETWEEN THE EMPLOYER AND EMPLOYEE WHICH CANNOT TAKE PLACE THE DAY AFTER THE LETTER OR AFTER 1 MONTH OF THE DATE OF THE LETTER.

o THE EMPLOYEE HAS THE RIGHT TO BE REPRESENTED BY SOMEONE FROM THE COMPANY

o AFTER MEETING 48 HOUR COOLING OFF PERIOD IS REQUIRED

· SICK LEAVE

· RIGHT TO STRIKE

· PARENTAL LEAVE

· LONG-TERM TRAINING LEAVE

· SABBATICAL LEAVE (AFTER 3 YEARS IN COMPANY)

· TO EXERCISE A PUBLIC, SOCIAL, OR MILITARY FUNCTION

TERMINATING A CONTRACT

· RESIGNATION

· EXTREMELY PRECARIOUS IN FRANCE FOR THE EMPLOYER TO BEGIN THE TERMINATION PROCESS WITH A FULL TIME EMPLOYEE

· MUTUAL AGREEMENT: EMPLOYEE RETAIN RIGHTS TO UNEMPLOYMENT BENEFITS

· BEING LAID OFF

· UNEMPLOYEMENT BENEFITS (URSAAF), )POLE-EMPLOI)

o THE INDIVIDUAL CAN COLLECT AROUND 65% OF HIS NET SALARY FOR 2 YEARS

o IN SOME CASES OF COMPANY CLOSURES, THE AMOUNT CAN ATTAIN 100%

· LABOR CODE FIXES NO REQUIRED ADVANCE NOTICE, THIS IS GENERALLY GOBVERNED BY THE COLLECTIVE BARGAINNING AGREEMENTS

· RECOMMENDED TO BE DONE IN WRITING

· ADVANCED NOTICES CAN BE NEGOTIATED NETEE

· THE EMPLOYEE CAN BENEFIT FROM HOURS TO LOOK OR ANOTHER K¡JOD

· COLLECTIVE BARGAINNING AGREEMENTS GENERALLY STIPULATE THE FOLLOFING

o 1 MONTH FOR GENERAL LABOR

o 2 MONTHS FOR EQUALITED EMPLOYEES

o 3 MONTHS FOR EXECUTIVES

MUTUAL REDUNDANCY

· GOVERNED BY A STRICT PROCESS ONLY IN THE CASE OF OPEN-ENDED CONTRACTS (LAW OF 2008)

· THE EMPLOYEE IS NOT OBLIGED TO ACCEPT THE PROPROAL

· THE PROCESS:

o FIRST MEETING TO DISCUSS THE AGREEMENT

o FOLLOWED BY A NEGOTIATED WRITTEN CONTRACT BETWEEN EMPLOYEE

o 15 DAY COOLING OFF PERIOD

o CONTRACT ENT TO THELABOR MINISTER FOR A PPROVAL

o IF NO RESPONSE IN 155 DAYS, THE AGREEMENT IS CONSIDERED VALID

o EMPLOYMENT MAY BE TERMINATED AS SOON AS DAY 16

EMPLOYEES	TYPE
000 – 010	< 001 MILLON EUROS - MICRO ENTERPRISE
011 – 050	< 025 MILLONES PYME – SMALL
051 – 500	< 100 MEDIUM
501 – 10,000	< 1000 LARGE
Ø 10,000

REDUNDANCY FOR PERSONAL REASONS

· REASON MUST BE SERIOUS AND DOCUMENTED

· 4 DEGREES OF DISCIPLINARY PROBLEMS

o UNJUSTIFIED ABSENCES, REFUSAL TO FOLLOW ORDERS,

o REPETITION OF ABOVE

o THEFT, REVEALING TRADE SECRETS, VIOLATION OF INTERNAL POLICY

o DAMAGE TI PROPERTY, DOWLOADING VIRUSES, THEFT OF INTELLECTUAL PROPERTY.

· PROBLEM MUST BE ACKNOWLEDGED WITHIN 2 MONTHS IN WRITING

· FIRST MEETING MUST TAKE PLACE 5 DAYS AT THE EARLIEST AFTER RECEPTION OF THE LETTER

· TERMINATION LETTER SENT BETWEEN 48 HOURS AND 1 MONTH

Seniority	Monthly	Unused
Layoff Indemnity	2 to 3 months	Vacation

REDUNDANCY FOR ECONOMIC REASONS

· FRENCH LAW CITES 4 REASONS FOR ECONOMIC

o JOB ELIMINATION

o JOB TRANSFORMATION

o MODIFICATION OF TERMS OF CONTRACT REFUSED BY EMPLOYEE

o COMPANY GOES OUT OF BUSINESS OR TRANSFERS JOBS

· FRENCH LAW CITES 3 SCENARIOS FOR ECONOMIC LAYOFFS

o INDIVIDUAL LAYOFF

o GROUP LAYOFFS IN COMPANIES WITH LESS THAN 50 EMPLOYEES

§ COMPANY MUST CONSULT THE STAFF REPRESENTATIVE

o GROUP LAYOFFS IN COMPANIES WITH MORE THAN 50 EMPLOYEES

§ COMPANY MJST CONSULT THE STAFF COMITT

· FRENCHLAW STIPULATES A SPECIFIC ORDER FOR GROUP LAYOFFS:SINGLE PRENTS, SENIORITY, AGE, HANDICAP, PROFESSIONAL QUALITIES

LEGAL CONSTRAINTS TO JOB INTERVIEWS

· WHAT THE LABOR CODE SAYS

o NO PERSON MAY BE EXLUDED BASED ON ETHNIC ORIGINS, GENDER, SEXUAL ORIENTATION, AGE, MARITAL STATUS, FAMILY SITUATION, PHYSICAL APPEARANCE, POLITICAL VIEWS, RELIGIOUS AFFILIATION, HEALTH OR HANDICAPS, OR IFESTYLE.

o JOB POSTINGS MUST NOT BE GENDER SPECIFIC HOMEVER EMPLOYMENT

o QUESTIONS RELATED TO THESE DURING AN INTERVIEW ARE IMPLICITLY ILLEGAL

o JOB POSTINGS MUST NOT BE GENDER SPECIFIC HOWEVER THE CODE MAKES EXCEPTIONS FOR CERTAIN EMPLOYMENT CONDITIONS

o TEST RESULTS MUST REMAIN CONFIDENTIAL

o THE CANDIDATE MUST BE INFRMED OF THE PROCESS

o ANONYMOUS CV’S ARE OBLIGATORY FOR COMPANIES OVER 50 PEOPLE

§ HOWEVER IT IS NOT REQUIRED TO REPORT

RESULTS OF RECRUITMENT CASE STUDY WITH AN ANONYMOUS CV

· LESS LIKELY TO RECRUTE CANDIDATES SIMILAR TO THE RECRUITER

· FEMALES GAINED ADVANTAGED WITH MALE RECRUITERS

· SENIORS GAINED ADVANTAGED WITH YOUNG RECRUITERS

· IF THE RECRUITER IS A MAN AND THE CV IS ANONYMOUS

o WOMEN HAVE 1 CHANCE OUT OF 6 TO HAVE AN INTERVIEW

o MEN HAVE 1 OUT OF 13 TO HAVE AN INTERVIEW

· IF THE RECRUITER IS A MAN AND THE CV IS NOMINATED

o WOMEN HAVE 1 CHANCE OUT OF 27 TO HAVE AN INTERVIEW

o MEN HAVE 1 CHANCE OUT OF 5 TO HAVE AN INTERVIEW

RESULTS OF A CASE STUDY CONTINUED

· CHANCES OF GETTING JOB WITH A NOMINATIVE CV AND THE RECRUITER IS A MAN.

o WOMEN HAVE 1 CHANCE OUT 167

o MEN HAVE 1 CHANCE OUT OF 34

· CHANCES OF GETTING A JOB WITH AN ANONYMOUS CV AND THE RECRUITER IS A MAN

o WOMENN HAVE 1 CHANCE OUT OF 17

o MEN HAVE 1 CHANCE OUT OF 59

SUMMARY: STILL DIFFICULT TO GENERALIZE BUT RECRUITERS ARE MORE SENSITIVE TO BEING MORE OBJECTIVE IN SELECTING CV’S

HR STRUCTURES IN FRANCE

· STRATEGIC

· ORGANIZATION AND ADMINISTRATION

· DEVELOPMENT

· HR CONUT

STRATEGIC HR

· HR DIRECTOR: 70 – 150 K EUROS

o RESPONSIBLE FOR GLOBAL HR STRATEGY

· HR MANAGER: 35 – 60 K EUROS

o IMPLEMENTS HR DEFINED STRATEGY

HR ADMINISTRATION

· HR PAYROLL AND BENEFITS MANAGER: 30 - 50 K EUROS

· HR HUMAN RELATIONS SPECIALIST: 35 – 60 K EUROS

· LEGAL ADVISOR: 25 – 50 K EUROS

· LEGAL RELATIONS SPECIALIST: 50 - 80 K EUROS

o E

HR DEVELOPMENT

· HR DEVELOPMENT MANAGER: 50 – 75 K EURO

· HR STAFFING MANAGER: 30 – 60 K EURO

· HR CAREER DEVELOPMENT MANAGER: 30 – 70 K EURO

· HR INT’L MOBILITY MANAGER: 30 – 60 K EURO

· HR TRAINING MANAGER: 35-70 K EURO

· HR SALARY AND COMPENSATION MANAGER: 60 – 90 K EURO

· HR DIVERSITY MANAGER: 30 -65 K EURO

HR CONSULTING (OUTSOURCING)

· ORGANIZATIONAL OUTSOURCING

o AUDITS, INFORMATION SYSTEMS, PAY

§ TOYS ‘R’ US USES ADP

· RECRUITMENT CONSULTING

o << Head hunters >> for top and middle management

· PROFESSIONAL TRAINING CONSULTING

· OUTPLACEMENT CONSULTING:

o INDIVIDUAL, COLLECTIVE PLACEMENT, COACHING

· RESEARCH CONSULTING

o STATISTICS ON SALARY, DIVERSITY, DEMOGRAPHICS, EMPLOYEE SATISFACTION

THE CONTEXT IN FRANCE

· COMPANIES OVER 300 EMPLOYEES MUST CREATE A << MAP >> OR THEIR WORKFORCE EVERY 3 YEARS

o ANALYZE EXISTING CAREERS AND TALENTS

o COMPARE WITH THE ANALYSIS OF FUTURE NEEDS

ACTION PLAN TO PRESERVE JOBS AND/OR EMPLOYMENT

· PROFESSIONAL EVALUATIONS MUST TAKE PLACE EVERY 2 YEARS

· PROFESSIONAL EVALUATIONS SENIORSYEES EVERY 4 YEARS

· PROFESSIONAL EVALUATIONS WITH << SENIORS>> EMPLOYEES EVERY 5 YEARS

HIGH POTENTIAL EMPLOYEES

SUCCESSION PLANS

· ADVANTAGES

o KEEPS COMPLANY OPERATING IN CASE OF IMMEDIATE NEED

o PROACTIVE APPROACH TO KEEP EMPLOYEES IN COMPANY

· DISADVANTAGES

o DIFFICULT FOR SMALL COMPANIES TO IMPLEMENT

o HARD TO GUARANTEE EXECUTION

HIGH POTENTIAL EMPLOYEES

· WHAT IS THE DEFINITION?

o CAPACITY TO MANAGE

o DEVELOPS MORE QUICKLY THAN OTHERS

o POTENTIAL TO BECOME DIRECTOR

o REPRESENT ABOUT 10% OF MID-LEVEL EMPLOYEES

· SOME GUIDELINES

o AGE BRACKET 30 TO 45

o IN FRANCE, 80% OF HIGH POTENTIAL CANDIDATES ARE MEN FROM PRESTIGIOUS SCHOOLS

o HR IS INFORMED OF HIGH POTENTIAL CANDIDATES AND A LIST MAINTAINED CRITERIA

o PERFORMANCE, MBILITY, AMBITION, TEAMWORK, << COMPANY MAN >>, WILLING TO LEARN RESIST STRESS, DECISION-MAKING, TESTS…

6 KEYS TO DEVELOP HI-PO’S

· IDENTIFY CRITERIA

· IDENTIFY ELIMINATING FACTORS

· REVIEW THE LIST REGULARY

· IDENTIFY REQUIRED SKILLS THAT ARE NOT ATTAINED

· DEVELOP THESE SKILLS

· ELABORATE THE SUCCESSION PLAN

11 KEY QUESTIONS TO ASK

1. WHAT HAS THE PERSON DONE IN TE LAST 2 OR 3 YEARS TO SET HIMSELF APART?

2. WHAT DECISIONS HAS THE PERSON TAKEN? WHAT VALUE DID THESE DECISIONS HAVE?

3. WHAT DIFFICULTIES HAS THE PERSON FACED ANDA WHAT STRATEGIES WERE USED TO OVERCOME THEM?

4. HOW CAN WE SAY THAT THE PERSON IS A NATURAL LEADER?

5. WHAT SUGGESTIONS OR INNOVATIONS HAS TE PERSON PROPOSED?

6. HOW DOES THE PERSON ADAPT TO HOSTILE ENVIRONMENTS?

7. WHAT ARE THE PERSON’S THREE MOST IMPORTANT QUALITIES?

8. WHAT ARE THE PERSON’S THREE MOST IMPORTANT QUALITIRE

9. HOW DOES THE PERSON DEFEND OR REPRESENT THE IMAGE OF THE COMPANY?

1. WHAT CHANGES HAST THE PERSON MADE AND HOW WERE THEY IMPLEMENTED?

1. HOW DOES THE PERSON VIEW THE COMPANY’S CSR POLICY?

PROFESSIONAL TRAINING IN FRANCE

· COMPANIES LEGALLY REQUIRED TO SPEND MONEY ON TRAINING

· COMPANIES ARE LEGALLY REQUIRED TO PRODUCE A TRAINING PLAN

· IN SOME CASES, COMPANIES ARE LEGALLY REQUIRED TO ALLOW TIME OFF EMPLOYEES PROFESSIONAL DEVELOPMENT

· TRAINING CAN BE REQUIRED BY THE COMPANY OR REQUES BY TUE EMPLOYEE

THE COMPANY TRAINING PLAN

· PRESENTS THE STRATEGIC OBJECTIVES OF TRAINING FOR THE COMING YEAR FOR ALL PROGRAMS

· IT MUST BE PRESENTED T STAFF REPRESENTATIVES AT 2 PRECISE DATES:

o OCTOBER 1^ST DEADLINE TO REVIEW THE PLAN FOR THE PAST AND PRESENT YEARS AND TO PRESENT A TRINING PLAN PROPOSAL FOR THE FOLLOWING YEAR

o DECEMBER 31^ST DEADLINE TO PRESENT THE DEFINITIVE PLAN FOR THE FOLLOWING YEAR

THE TRAINING PLAN: ADVANTAGES AND PRECAUTIONS

· ADVANTAGES: HELPS TO MAINTAIN THE EMPLOYABILITY OF THE STAFF

· PRECAUTIONS:

o THE COMPANY IS RESPONSBIBLE FOR ADAPTING THE SKILLS OF THE EMPLOYEE IN RELATION TO THE JOB

o IN THE EVENT OF A LAYOFF FOR NON-DISCIPLINARY REASONS, THE LACK OF TRAINING MAY INCITE THE EMPLOYEE TO ACCUSE THE COMPANY

o THE COMPANY IS LEGALLY OBLIGATED TO PRESENT TRAININGS IN TWO CATEGORIES: ADAPTATION AND DEVELOPMENT

o ALL TRAINING COURSES MUST LEGALLY MUST BE EVALUATED AT THE END

THE TRAINING PLAN: 2 CATEGORIES OF TRAINING

· CATEGORY 1: ADAPTIVE TRAINING

o TRAINING WHICH ALLOW THE WORKER TO KEEP HIS JOB

· CATEGORY 2: DEVELOPMENT TRAINING

o TRAINING WHICH PREPARES THE WORKER FOR FUTURE JOBS, PROMOTIONS. TRAINING WHICH ALSO DEVELOPS THE KNOWLEDGE OF A WORKER

o * IN EITHER CASE, THE EMPLOYEE IS UNDER CONTRACTUAL OBLIGATION TO FOLLOW THESE TRAININGS AS THEY ARE PLANNED DURING WORK HOURS. OTHERWISE, THE EMPLOYEE IS PAID OVERTIME TO ATTEND.

PRIORITY	ADAPTIVE TRAINING		DEVELOPMENT TRAINING
PRIORITY	TRAINING 1	TRAINING 2	TRAINING 1	TRAINING 2
THEME
JOBS CONCERNED
DURATION
PLANNING
TRAINING COMPANY
PLACE
PARTICIPANTS
ON THE JOB?
COST
FEES
TOTAL BUDGET
FINANCING

THE LONG-TERM TRAINING LEAVE

· THE CONDITIONS

o 1 YEAR IN THE COMPANY

o DURATION OF LEAVE MAXIMUN 1 YEAR

o COMPANY HAS FINAL APPROVAL

· SOME INTERESTING FACTS ABOUT EMPLOYEE REQUESTED TRAINING:

o 2.3 BILLION EUROS PER YEAR ARE ALLOCATED

o AROUND 43K EMPLOYEES EACH HAVE THE REQUEST FOR LONG-TERM TRAINING APPROVED

o 57% ARE SUCCESSFUL IN GETTING A JOB IN THEIR NEW SECTOR

Baccalaureat

Bac “L” – Literary

Bac “S”- Scientific

Bac “ES” Economy / Social

Bac “Pro”

BTS = 2 years afte high school

License = 3 years “Bachelor”

Master 1 = 4 years

Master 2 = 5 years

PHD

THE PERSONAL TRAINING ACCOUNT

· EMPLOYEE ACCUMULATES 24 HOURS OF TRAINING PER YEAR

· MAXIMUM OF 150 HOURS CAN BE ACCUMULATED

· TRAINING HOURS CAN BE ALLOCATED TO DIFFERENT COURSES

· MINIMUM AGE OF 16 TO START ACCOUNT

· TRAINING GENERALLY FOLLOWE OUTSIDE OF WORK HOURS

PROFESSIONAL INTERNSHIPS

· THE CONDITIONS

o MAXIMUM OF 2% OR COMPANY EMPLOYEES CAN BE SIMULTANEOUSLY ABSENT

o TRAINING IS GENERALLY DONE DURING WORK HOURS

o EMPLOYEE CONTINUES TO BE PAID REGULARLY

o EMPLOYEE IS PAID 50% IF TRAINING IS DONE OUTSIDE OF WORK HOURS

OTHER PROFESSIONAL DEVELOPMENT PROGRAMS

· THE COMPREHENSIVE SKILLS ASSESSMENT

o MUST BE CONDUCTED BY AN OUTSOURCING COMPANY

o CAN BE DONE AT THE INITIATIVE OF THE EMPLOYER OR THE EMPLOYEE

o EMPLOYEES WITH 1 YEAR OF SENIORITY

o EMPLOYEE CAN BENEFIT FROM 24 HOURS OF PAID TIME OFF TO ACCOMPLISH THIS

o THE COMPANY CAN ALSO SCHEDULE THIS IN THEIR TRAINING PLAN 8THE EMPLOYEE CAN REFUSE)

OBTAINING QUALIFICATIONS THROUGH EXPERIENCE

· VAE

· ISLIDE LABOR RELATIONS

· ARTICLE

· OUTLINE FOR PROJECT

· THE EMPLOYEE CAN OBTAIN A DIPLOMA OR PROFESSIONAL CERTIFICACION VIA THEIR EXPERIENCE

· MINIMUM OF 3 YEARS EXPERIENCE RELATED TO THE DIPLOMA OR CERTIFICATION SOUGHT

· 24 HOURS OF PAID TIME OFF CAN BE GIVEN TO PREPARE

· THIS CAN ALSO BE PART OF THE COMPANY TRAINING PLAN (VAG)

OBTAINING QUALIFICATIONS THROUGH EXPERIENCE

· THE PROCEDURE

o APPROVAL OF DEMAN

o THE CANDIDATE CAN RECEIVE ASSISTANCE TO PREPARE HIS APPLICATION

o THE CANDIDATE’S EXPERIENCE IS FULLY DOCUMENTED

o THE CANDIDATE APPEARS IN FRONT OF A JURY TO DEFEND HIS APLICATION

o THE JURY CAN FULLY APPROVE, PARTIALLY APPROVE, OR REFUSE THE DIPLOMA

· SOME STATISTICS

o 48,700 APPLICATIONS IN 2012

o 28,700 RECEIVED COMPLETE CERTIFICACION (59%)

o SINCE 2002, MORE THAN 250,000 PEOPLE HAVE RECEIVED CERTIFICATION

o 1300 DIFFERENT QUALIFICATIONS ARE AVAILABLE

o 76% OF APPLICATIONS ARE WOMEN

o OVER 30% OF APPLICATIONS ARE FOR HIHG SCHOOL DIPLOMA EQUIVALENCE

HR Inspiring the Future

Steve Jobs talks about managing people

The Workforce is Changing rapidly - How Will You Manage?

Pako Javier

jueves, 24 de julio de 2014

martes, 22 de julio de 2014

Third week

jueves, 17 de julio de 2014

Landscape

Influencers Online

miércoles, 16 de julio de 2014

Interview Sébastien Felix

Influencer Marketing

Influencer:

SMO

SOCIAL MEDIA OPTIMIZACION

Balancing Social Media and Offline Life

#BBCtrending: Film lamenting social media goes viral

martes, 15 de julio de 2014

Links

sábado, 12 de julio de 2014

Human Resources

ACTION PLAN TO PRESERVE JOBS AND/OR EMPLOYMENT