SOCIETE GENERALE 2014-2015 I 35 DIGITAL CORPORATE CULTURE EMPLOYEE AWARENESS RAISING ON A MASSIVE SCALE RAPID LEARNING: TRAINING GOES DIGITAL A method for designing rapid learning modules has been in place since 2012, meeting the need for developing specialist skills specific to each individual business. Flexibly designed, these digital training modules can be set up for employees in a highly reactive and targeted manner. The collaborative aspect of their creation process makes it easier to exchange best practices online and is an effective means to ensure new ways of working are adopted. There are currently over 160 rapid learning modules available throughout the Group. TELEWORKING: BUILDING MOTIVATION AND PERFORMANCE The Group is continuing its experiments with remote working. In late 2014 it had over 1,800 regular teleworkers, particularly in the Czech Republic, France, the United Kingdom, Belgium and Germany. In France, Societe Generale SA signed a new agreement in 2014 to expand its teleworking programme, which began in 2013, to 2,000 employees. CUTTING-EDGE DIGITAL HR The Group’s Human Resources department is also supporting the company’s digital transformation, committing itself to this transition by changing the way it interacts with job applicants. For several years, a significant percentage of its exchanges with candidates has taken place via its Careers website or on social media. Furthermore, in 2014 the Group’s digital HR strategy won the HR IDEA award from HR consulting firm Althéa, which evaluates CAC 40 companies. Societe Generale was ranked first for its Twitter usage, second for its Careers website and third overall. It is also Number 1 in the Dogfinance HR 2.0 Ranking, which reviewed the HR interactions on social media of 200 financial sector employers. The Swedish firm Potentialpark recognised Societe Generale by awarding it third place for its online communications directed at talented prospective employees. IN THE DOGFINANCE HR 2.0 RANKING www.careers. societegenerale.com
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