attract, develop and retain talents
Attracting and retaining talent is a key challenge. Despite the difficulties created by the crisis, Transdev has strengthened its commitment in communities to attracting candidates to our professions.
Providing access to employment and training and meeting recruitment needs
Since 2020, Académie by Transdev in France has promoted mobility jobs and inclusion for people with low employability. Each year, the Académie offers trainings for new drivers focused on communities and delivered locally, in the areas where needed. The course awards students a diploma or professional qualification entitling them to work as a public transportation driver. It also provides them with all tools needed to succeed in obtaining a job with the Group. The Academy by Transdev was also created in the UK.
In 2023, Transdev Australasia won HRD Magazine’s “5-Star Employer of Choice” award. Each year, this award recognizes cutting-edge organizations and best practices in human resources management. This recognition is a testimony to Transdev Australasia’s commitment to creating the highest level of working conditions for its employees.
Strengthen the attractiveness of our businesses
Attracting and retaining talent is a major challenge for Transdev. This is why we invest in the attractiveness of our professions and in the promotion of our company. Indeed, we are faced with a shortage of drivers worldwide and a demographic imbalance within the driver population. 53% of our drivers are over 50 and will retire in the next 10 to 15 years. This is why we set up dedicated programmes, such as “Drivers@Transdev”.
As part of the Drivers@transdev program, an international taskforce of HR and operations representatives from 9 countries supports subsidiaries on job attractiveness, flexibility, retention and commitment. A digital platform provides access to all the best practices implemented in the regions where we operate. Transdev invests in training, team support, company image and strengthening technical and managerial skills.
Women Leaders
This program, which was launched in France in 2020, seeks to develop a pool of talent that will occupy key positions in the organization in the future. It is aimed at women who have the goal of becoming network managers, and targets both external and internal hires. For this purpose, the program offers specific support tailored to operational positions. In 2023, four women took part to the program.
In 2022, the Group undertook in-depth work in all countries to define the four pillars of its value offer as an employer. A year after, this work served as the basis for adapting the Group’s employer brand in line with these pillars. In connection with this project, we also updated the employer brand platform. It includes communication tools to be deployed in all Group countries in order to promote career opportunities and stimulate local recruitment. France is the pilot country for the launch of the “What drives you?” employer brand campaign. It has been rolled out in early 2024 in all countries where the Group operates.
Developing the potential of all our employees
The development of each individual’s talents is a key challenge for the Group’s performance and employee motivation. The Group has set up a variety of processes (annual interviews, evaluations based on the we@transdev management model, career interviews, people reviews, ongoing discussions and succession plans). They are all supported by the me@transdev tool.
In conjunction with the countries, the Group deploys and coordinates the processes dedicated to talent management for the Group’s 500 top managers. Our goal is to deploy these processes to 100% of our top
managers. The Group’s processes are adopted and applied within the subsidiaries for all employees.
The indicator the Group monitors is the percentage of annual interviews conducted by the Group’s top managers and top executives. In 2023, 97.9% of employees had an annual interview.
Providing support for career paths
Our intention is to develop individual skills, enable continuous learning and update our ways of working, through our learning approach. It is a key lever for sharing and strengthening the company culture.
The learning approach is linked to Talent Management. We adapt the development and learning approach to the specific needs of each of the Group’s countries according to specific needs.
In 2022, we made new resources available on the platform which cover the themes of collaboration, management and distance learning, conducting meetings and the proper use of digital tools. Our objective is to enable all our employees to benefit from at least one training course per year.
By 2022, 83.9% of Group employees had received training. Our countries have continued to deploy we@transdev, our Group management model, which also governs the Group’s integration and Learning & Development programmes (“In’Pulse”, “Trans’Lead”, “Trans’Days”).
For the 4th edition of Trans’Lead Top Managers, 18 participants from nine countries met in Germany and France. Through this edition, they discovered the different mobility ecosystems in which the Group operates. They also deepened their understanding of the challenges facing the sector.
To improve working conditions and provide support to employees affected directly or indirectly by cancer, Caroline Gonin, Transdev Group HR and CSR Director, signed the Cancer and Employment Charter in September 2023, with Thierry Breton, Managing Director of the French National Cancer Institute, in attendance. The charter encompasses 11 commitments aimed at improving illness perceptions, supporting return-to-work efforts, and promoting overall health.
Encouraging international mobility
To meet client demands and employees’ career aspirations, the Group deploys international policies and systems to ensure the necessary skills.
This approach targets employees with the desire, ambition or potential for an international career, focusing on three areas:
- Managing the international mobility of our employees;
- Building a pool of young talent with an international dimension;
- Enabling our expertise to be mobilised where and when it is required.
The Group’s e-Team system allows us to mobilise our expertise, where and when it is needed. This system maps our internal experts in 27 identified areas of expertise. Employees can position themselves and declare their expertise, then indicate their availability to contribute to specific expert support projects. Selected for their expertise and their willingness to cooperate and validated by the channel referent, the Group experts join the community of international experts of the Group mobilised to promote the mobility solutions offered by Transdev and to put these solutions at the service of our customers. In 2024, this network includes over 320 experts in more than 17 countries. It offered diverse expertise in 25 strategic fields, complemented by 9 transportation modes. They carried out nearly more than a thousand support projects accomplished since 2017.
