43 2025 Integrated Report - LISI PERFORMANCE How do the other two pillars complement this approach? With the Skills Matrix Roadmap, we map critical skills and key processes. This enables us to precisely assess current capabilities, anticipate future needs, and proactively secure identified critical competencies. The third pillar, Training Standards, formalizes common training standards across our priority processes. The objective is twofold: to preserve critical know-how and to standardize training across functions. We are entering a new phase with the digitalization of content — videos, step-by-step tutorials, quizzes, and more — enabling us to deliver training programs whose ROI* can be measured in terms of engagement, upskilling, operational performance, and business impact. * ROI: return on investment. A CONCRETE LEVER FOR SITE MANAGEMENT For Scott Wood, Senior VP General Manager Business Group Fasteners North America LISI AEROSPACE, the transformation of HR practices driven by HR Transfo has tangibly changed the way industrial sites are managed. When he arrived in Torrance, California, the HR function was effective but largely administrative: “the decisive shift was to view HR matters as fullfledged business issues,” he emphasizes. HR teams were then repositioned at the heart of operations, closer to production lines; they are now expected to understand machinery, industrial constraints, and delivery requirements in order to effectively support managers. “HR leaders today are immersed in operational realities, not just procedures,” Scott Wood adds. This proximity has enabled managers to benefit from more pragmatic and responsive support, with decisions directly aligned with on-the-ground needs. For teams, this evolution translates into greater consistency, clearer expectations, and improved anticipation of human challenges. HR Transfo has triggered a lasting cultural shift: HR is now seen as a management partner, enabling performance, stability, and collective engagement.
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