4. Social Career management and appraisal interviews Annual appraisals are one of the major levers for employee development and mobility. They are conducted with employees present during the rst four months of the year. There were a total of approximately 36,000 in 2023 (the coverage rate was roughly 80%, with the remaining 20% mainly accounted for by new and departing employees). Conducted in a friendly atmosphere, these interviews provide an opportunity to recognize good performance, assess skills, set goals in line with the Group’s ambitions and discuss each employee’s training and development needs. Particular attention is paid to mobility and the wishes of employees for career development (there were more than 2,000 requests for mobility in 2023). The interview offers the chance to discuss the subject and identify the employee’s wishes and needs. The InJOB’ job exchange, open to all Group employees, offers the possibility of applying for all internal opportunities. Roughly 3,000 GEODIS employees changed jobs in 2023, in all lines of business and on all continents. International mobility policy GEODIS considers mobility to be a powerful means of developing its employees’ management and leadership skills and increasing their knowledge of the Group’s lines of business and regions. The internal mobility policy meets several objectives: ● developing the employability of employees; ● retaining and motivating employees; ● addressing the Company’s needs and challenges more effectively; ● developing talent. Mobility encompasses assignments carried out in other countries, in other functions and in other lines of business, with the aim of promoting a broad understanding of the Group. Offering international career opportunities is a way of accelerating employee development and encouraging retention. It is also a very effective way of supporting the activity by providing quali ed resources when and where they are needed. Not only that, but it is also an excellent way of spreading the Group’s culture and expertise. Employees are invited to express their wishes with regard to mobility during their annual performance appraisal interview with their line manager. During career reviews and throughout the year, managers and HR Departments identify vacant positions and the pro les needed to implement mobility projects. The Group’s mobility policy enables all stakeholders (managers, employees and HR) to implement the most appropriate solution and to make the employee’s mobility project a real success. When an assignment is completed, HR proposes new opportunities corresponding to employees’ wishes and the Group’s needs. In 2023, 67 employees were engaged on international mobility assignments under the supervision of central Human Resources teams. People Review and succession planning Succession planning and talent reviews are essential for ensuring the sustainability of GEODIS’s success and of its knowhow. The Group must provide for the continuing development of its employees and members of its Top Management (TopEx) as well as make plans for succession that will secure the next generation. The People Review as well as Human Resources monitoring and the management of wishes for mobility constitute a continuous process of systematic identi cation, evaluation and development of talents and skills that ensure the continuity of positions. The principal aims of the GEODIS People Review are as follows: ● align talent strategy with the Group’s ambition and its strategic goals; ● develop the next generation of TopEx members internally; ● build profiles capable of adapting and grasping the opportunities and challenges of the logistics sector; ● attract and retain key talent in the Group by giving them opportunities for development; ● use talent management processes to contribute to the Group’s diversity and inclusion objectives. 68 - 2023 ACTIVITY AND SUSTAINABILITY REPORT
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