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Our HR vision

In extending its activities to new professions and new geographical regions, the Group has grown to such a scale that it needs to take into account social and human aspects as well as expansion plans. Aware of the importance and of the wealth of human capital in the Group, Arc International considers its human resources policy as crucial.

Those who work for Arc International must, above all, adopt a company culture that is open to the world, and thus contribute to the expansion of an innovative Group.

 

 
José-Maria Aulotte


José-Maria Aulotte,

the Group's Senior Vice-President for Corporate Human Resources, granted us an interview about Arc International's HR vision. 

 


What is the Group's Human Resources Policy?

The development of the Group depends on our ability to maintain a balance between our industrial professionalism, our Group heritage and our determination to pay more attention to our customers and markets. This modernisation process goes hand in hand with a proactive human resources policy dedicated to Group and individual development. When we recruit, we want to attract the most highly skilled people by creating a stimulating context for all who work in the company.

The size of the Group enables us to offer a wide range of jobs covering many different sectors. The fact that we have subsidiaries around the world means that we get candidates coming from different backgrounds. This, in turn, facilitates the exchange of skills and know-how between the units. It also increases our employees' career opportunities throughout the Group.

What are the Group's HR policy priorities?

The particular strength of our Group is to have been able to rely on its own resources to pull through the major upheavals in distribution and consumption over the last few years. It has proven its survival instinct and ability to bounce back with more energy thanks to its solid foundations, which naturally include its human resources.

Our priority is above all to continue providing the Group with suitable candidates to enable it to maintain its growth. We look for people who are capable of understanding the challenges facing our organisation, which is nevertheless on a human scale, people who are prepared to relocate and are aware of our company culture. We want each employee to feel involved in the Group's evolution.

With the opening of our direct points of sale, new career opportunities have emerged within the Group. One of our priorities is thus to recruit people to fill these new positions.

Is there an integration process for newly hired staff?

Each new employee is taken under the wing of the team he or she joins in order to learn the culture and values of Arc International. This process helps the person to understand the way the business unit operates day by day and more generally how it fits into the Group.

Managers also follow a more formal integration session in the form of a seminar.

Most of our units have different processes for integrating their new employees.


What is the Group's policy in terms of career mobility?

We attach a lot of importance to the professional and personal development of our employees. Our objective is to anticipate and help them achieve their changes while offering mobility opportunities within an international context if necessary. It is essential, if we are to ensure the overall performance of the Group, that we handle our human resources better.

Career mobility enables the transfer of skills and good practices from one unit to another. This allows for personal and professional development with the extra benefit of cultural diversity.

With this in mind, we have set up, in particular for our managers, individual career monitoring based on efficient annual interviews. They pay special attention to achieving the objectives of the past year as well as the employee's development objectives. In France, there is also a system for personnel planning which enables us to define key skills for the development of the company and its staff.

What is Arc International doing to promote relations between schools and companies?

We participate in forums which encourage discussions between companies, school directors and student populations. These one-off operations are organised at a European level for the moment. They enable us to make students aware of the Group and its activities, in order to attract new talent.

We are also introducing other measures, such as investing in education. This has already been done for several years in St Omer.


To conclude

 

Our group is evolving in a sector in which our customers must be our central preoccupation. The aim of our recruitment policy is to strengthen good relations with customers while letting a breath of fresh air into the company. Each of our departments sets up innovative projects that involve employees from around the world.

We are convinced that our success relies on our company goal converging with employee career paths.

So if you too wish to try your hand at changing the world of Tableware, join us so that we can build the future of the Group together.

 
 

 
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