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HUMAN RESOURCES
“LISI is committed to ensuring
that every employee
has access to the training
actions necessary to build
their career path.”
CREATING VALUE,
A TEAM WORK
Spread out in 13 countries around the world, LISI Group
employees deliver far more than just the products or tasks for
which they are responsible. Whatever their duties, they
contribute individually to the efforts of a team whose goal is
to achieve industrial excellence. This is the reason why
LISI attaches particular importance to the integration and
training of all its employees, in order to enable everyone to
express the best of themselves in this team.
This priority has remained central. In 2017, 1,675 men and
women joined the group to support its development and
contribute to its Growth. The acquisition of 51% of the U.S.
company TERMAX, designer and manufacturer of clipped
fastener solutions for automotive interior trims (
see page 48
),
further strengthens the Group’s anchorage on the other side
of the Atlantic: 19.1% of LISI employees are now based in the
United States, Canada and Mexico, compared to 16.8% in 2016.
Attracting and co-opting talents
Identifying talent and attracting tomorrow’s employees is a
crucial competitive issue for all industrial companies. It is a
key factor in LISI Group’s dynamism in the medium and long
term. This is the reason why LISI AEROSPACE deployed
its co‑optation program in 2017, which allows employees
to recommend someone from their network for an open
position. Thismechanism, which contributes to the recruitment
of talents and promotes cohesion, provides a reward paid in
the form of bonus if the recruitment is a success. The Group
has also developed an original compensation system, which
values the company’s performance as well as collective and
individual achievements.
Internal mobility, whether geographical or functional, is also a
structuring axis of its human resources policy. The “Job
Interchange”, accessible on the Group’s Intranet, enables all
LISI employees to become actors in their own development,
for example, by guiding their career path to international trade
or to another profession.
Training and developing skills
Training is the other pillar of the HR management within
the company. In 2017, Group companies worldwide invested
EUR 8.7 million in training. By offering each employee the
opportunity to develop their skills, this effort benefits the
Group’s sustainable growth. Lastly, it makes it possible to
address newdevelopments in the businesses and technologies
required for its activities.
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CORPORATE AND ENVIRONMENTAL RESPONSIBILITY