With over 495,000 employees, 140,000 of them in France, the Carrefour group ranks among the top 7 private employers in the world. In 2008, the group recruited around 100,000 new employees around the world. Wherever it is an employer, Carrefour aspires to be seen as a benchmark in human resources management and social responsibility. Attracting, training, supporting and securing the loyalty of employees: the group makes every effort to support the development of its staff members, who are, after all, its ambassadors in dealing with the company's customers.
A broad range of skills and professions
Through its various brands, the Carrefour group offers employees over 120 different professions and seeks to provide the greatest possible access to all its employees.
1. A variety of professions, offering opportunities to all kinds of people
The group places its emphasis on the skills needed in its stores, where our employees come into close contact with their customers. Certain key, traditional retail roles are given particular attention: department managers, checkout operators and self-service assistants, for example. The Carrefour group seeks to cultivate an entrepreneurial spirit among its employees, to develop their sense of customer service and to help them rise to the challenges of commerce. It offers career opportunities to all kinds of people, graduates and otherwise, those tackling their first jobs and highly experienced professionals, throughout the world. At the same time, the Carrefour group also depends on the contribution of employees with highly specific expertise for its back-office activities: logistics, IT systems, accounting, finance and so on.
2. Specialties on every level, food and non-food
The expertise our stores possess with regard to food give us added credibility when assuming traditional roles, such as those of butcher, baker, fishmonger and caterer. In this respect, France serves as a source of skills and expertise capable of spreading best practices throughout the group and complementing local know-how.
To ensure they continually adapt to changes in consumers' lifestyles and in order to develop new services, our stores also call on the expert knowledge of specialists in electronics, hi-fi and new technologies. In addition, they constantly draw on input from professionals in the pharmacy, insurance, travel, credit, home delivery and Internet industries. With the introduction of new concepts and services, the range is constantly expanding.
Human resource policies designed to motivate everyone
The Carrefour group strives to continually adapt its human resources policy to meet the expectations of its employees, while recognizing their individual and collective performance. The group gives priority to internal promotion, which it combines with an active policy of training and career management.
1. Promotion and internal mobility: part of the corporate culture
One of Carrefour's key goals is to be considered an exemplary employer. To help achieve this, the group has put in place feedback mechanisms that allow it to understand employee expectations regarding career development and to help them in acquiring new skills. The group has also made internal promotion one of the key pillars of its human resources policy.
As a result of the group's approach to career management and support, employees are offered a range of opportunities for professional development. For example, they have the option to train toward different responsibilities and to progress to management if they have the potential. The Carrefour group also offers opportunities to transfer between its different formats and the areas where it has a presence.
2. Training, in the service of progress
The professionalism of our employees is a key factor that serves to differentiate us as a company and to demonstrate our dynamism. It is something that supports our employees' personal development, enabling them to acquire new skills. The Carrefour group takes a proactive stance with regard to training, something that contributes to our collective performance and enables employees to develop their expertise. Training is offered in all job roles, at all levels and at all stages of an employee's career. In 2006, 69% of the group's staff participated in at least one training module (a figure which rose by 18% between 2004 and 2005, on a like-for-like basis).
In addition, group companies run their own specific training schemes and seek to form partnerships with a range of external institutions. The Carrefour group has always supported local recruitment. Similarly, it bolsters the strengthening of skills by setting up training centers in those countries where it maintains a presence.