{"id":19563,"date":"2022-07-19T07:40:16","date_gmt":"2022-07-19T07:40:16","guid":{"rendered":"http:\/\/localhost:8080\/?p=19563"},"modified":"2022-07-19T07:40:16","modified_gmt":"2022-07-19T07:40:16","slug":"inflation-en-europe-l-opportunite-d-adapter-les-remunerations-au-marche-du-travail","status":"publish","type":"post","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/2022\/07\/19\/inflation-en-europe-l-opportunite-d-adapter-les-remunerations-au-marche-du-travail\/","title":{"rendered":"Inflation en Europe : l\u2019opportunit\u00e9 d\u2019adapter les r\u00e9mun\u00e9rations au march\u00e9 du travail ?"},"content":{"rendered":"<p><em>[French version here\/English version below]&nbsp;<\/em><\/p>\n<p style=\"margin-bottom: 9px; background: #eeeeee none repeat scroll 0% 0%;\"><strong>Dans le cadre du Comit\u00e9 de Groupe Europ\u00e9en d&rsquo;Orange des 28,29 et 30 juin 2022 qui s\u2019est r\u00e9uni \u00e0 Bruxelles, la Direction du Groupe a inscrit \u00e0 l&rsquo;ordre du jour un point relatif \u00e0 l\u2019\u00e9volution de l\u2019inflation en Europe pr\u00e9sent\u00e9 par Clarisse HERIARD DUBREUIL <\/strong><strong>Directrice Finance &amp; Strat\u00e9gie Europe<\/strong><strong>, Ignacio DE ORUE <\/strong><strong>Deputy Chief People Officer in charge of International<\/strong><strong>, Nathalie DELACOTTE Directrice RH OBS Jean Michel POULALION <\/strong><strong>Senior Vice President Europe Human Resources<\/strong><\/p>\n<p>La Direction a dans un premier temps, dans une approche macro-\u00e9conomique, pr\u00e9sent\u00e9 les causes de l\u2019inflation en Europe pour s\u2019int\u00e9resser plus pr\u00e9cis\u00e9ment ensuite aux impacts dans les divers pays de la division Europe d\u2019Orange et de la structure OBS ainsi qu\u2019\u00e0 la prise en compte de l\u2019inflation dans la politique salariale.<\/p>\n<p>Le retour de l\u2019inflation en Europe touche toutes les g\u00e9ographies dans lesquelles Orange op\u00e8re, quelquefois avec un taux \u00e0 2 chiffres comme en Roumanie, Pologne et Slovaquie.<\/p>\n<p>Le secteur dans lequel \u00e9volue Orange est d\u2019ores et d\u00e9j\u00e0 affect\u00e9 par les effets de l\u2019inflation qui se traduisent par&nbsp;:<\/p>\n<ul>\n<li>Un ralentissement des achats et des investissements des clients<\/li>\n<li>Un co\u00fbt de l\u2019\u00e9nergie port\u00e9 \u00e0 4% du CA au lieu de 2%<\/li>\n<li>Une in\u00e9vitable augmentation des prix des terminaux et des box<\/li>\n<li>Une fluctuation des taux de change qui affecte nos performances.<\/li>\n<\/ul>\n<p>Des leviers susceptibles d\u2019\u00eatre actionn\u00e9s existent cependant, au rang desquels&nbsp;:<\/p>\n<ul>\n<li>L\u2019augmentation des prix des produits et services d\u2019Orange<\/li>\n<li>Une politique de promotion moins agressive<\/li>\n<li>Une simplification de nos offres commerciales,<\/li>\n<li>Le recours \u00e0 des instruments financiers de couverture notamment pour les achats d\u2019\u00e9nergie<\/li>\n<li>L\u2019optimisation des OPEX et CAPEX par la poursuite de mesures d\u2019\u00e9conomies.<\/li>\n<\/ul>\n<p>OBS en particulier s\u2019organise en mettant en place un \u00ab&nbsp;programme inflation&nbsp;\u00bb port\u00e9 dans chaque entit\u00e9 par un \u00ab&nbsp;Correspondant Inflation&nbsp;\u00bb qui travaille, de mani\u00e8re transverse, par exemple, sur les achats aussi bien que sur la r\u00e9vision des contrats clients et l\u2019ajustement des prix.<\/p>\n<p>La Direction a \u00e9galement inform\u00e9 les \u00e9lus des mesures des principaux concurrents d\u2019Orange en r\u00e9ponse \u00e0 ce nouveau contexte inflationniste&nbsp;qui rel\u00e8vent grosso modo des m\u00eames dispositifs. &nbsp;<\/p>\n<p>Enfin, un zoom sur la politique salariale &#8211; ce qui est in\u00e9dit au sein de ce Comit\u00e9 &#8211; a permis aux \u00e9lus, d\u2019appr\u00e9hender la strat\u00e9gie de la Direction en mati\u00e8re d\u2019\u00e9volution des r\u00e9mun\u00e9rations. &nbsp;<\/p>\n<p>Le niveau d\u2019inflation, qui est par ailleurs \u00e0 nuancer par pays, ne sera, dans le contexte actuel, que l\u2019un des crit\u00e8res de la politique salariale du Groupe&nbsp;: les r\u00e9sultats de chaque entit\u00e9 ainsi que les taux d\u2019attrition &#8211; pourcentage des salari\u00e9s quittant l\u2019entreprise -, par types de m\u00e9tiers, impacteront les augmentations salariales.<\/p>\n<p>\u00c0 la seule exception des \u00c9tats o\u00f9 elle s\u2019impose l\u00e9galement (Belgique et Luxembourg) l\u2019indexation des salaires sur l\u2019inflation ne sera donc pas automatique. La politique salariale dans le contexte \u00e9conomique actuel doit selon la Direction r\u00e9pondre au double enjeu&nbsp;:<\/p>\n<ul>\n<li>D\u2019une approche \u00ab&nbsp;juste&nbsp;\u00bb pour les bas salaires, d\u2019une part,<\/li>\n<li>De l\u2019objectif de r\u00e9tention des comp\u00e9tences en tension, par ailleurs.<\/li>\n<\/ul>\n<p>Le d\u00e9fi de la Direction des Ressources Humaines consiste \u00e0 r\u00e9duire au mieux le taux d\u2019attrition sur les m\u00e9tiers en forte concurrence sur le march\u00e9 du travail dans les domaines de l\u2019IT, du Cloud, de la Data ou de la Cyberd\u00e9fense par exemple. Chez OBS, les augmentations salariales induites par le contexte inflationniste seront l\u2019un des moyens de retenir les talents. \u00ab Un mal pour un bien&nbsp;\u00bb a finalement tenu lieu de conclusion.<\/p>\n<p><strong>Les \u00e9lus se sont r\u00e9jouis de pouvoir d\u00e9battre pour la premi\u00e8re fois de la politique salariale au sein du CGE. Ils ont \u00e9t\u00e9 rassur\u00e9s par la prise en compte sp\u00e9cifique de l\u2019inflation sur les bas salaires mais s\u2019interrogent sur ce que signifie concr\u00e8tement une \u00ab&nbsp;approche juste&nbsp;\u00bb de ceux-ci. Quant \u00e0 la progressive adaptation des salaires au march\u00e9 du travail&nbsp;par le biais d\u2019une distribution diff\u00e9renci\u00e9e des augmentations selon les m\u00e9tiers et comp\u00e9tences, ils en d\u00e9duisent qu\u2019elle r\u00e9pond davantage \u00e0 la loi du march\u00e9 plut\u00f4t qu\u2019\u00e0 \u00ab&nbsp;l\u2019approche juste&nbsp;\u00bb pour les autres cat\u00e9gories de salari\u00e9s.&nbsp; <br \/><\/strong><\/p>\n<p><em>[English version] <\/em><\/p>\n<p><strong>Inflation in Europe: the opportunity to adapt remuneration to the labor market?<\/strong><strong>&nbsp;<\/strong><strong>&nbsp;<\/strong><\/p>\n<p><em>As part of the Orange European Works Council meeting of June 28th, 29th and 30th 2022, which met in Brussels, Group Management included an item on the agenda relating to the evolution of inflation in Europe presented by Clarisse HERIARD DUBREUIL Finance &amp; Strategy Director Europe, Ignacio DE ORUE Deputy Chief People Officer in charge of International, Nathalie DELACOTTE OBS HR Director and Jean Michel POULALION Senior Vice President Europe Human Resources<\/em><\/p>\n<p>The Management, in a macro-economic approach, firstly presented the causes of inflation in Europe to then focus more specifically on the impacts in the various countries of the Orange Europe division and the OBS structure as well as than taking inflation into account in wage policy.&nbsp;The return of inflation in Europe affects all the geographies in which Orange operates, sometimes with a double-digit rate such as in Romania, Poland and Slovakia.&nbsp;<\/p>\n<p>The sector in which Orange operates is already affected by the effects of inflation, which are reflected in:&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<\/p>\n<ul>\n<li>A slowdown in customer purchases and investments&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<\/li>\n<li>An energy cost increased to 4% of turnover instead of 2%&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<\/li>\n<li>An increase in the price of terminals and boxes&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<\/li>\n<li>A fluctuation in exchange rates which affects our performance.&nbsp;<\/li>\n<\/ul>\n<p>However, there are measures that can be activated, including:&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<\/p>\n<ul>\n<li>The increase in the prices of Orange products and services&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<\/li>\n<li>A less aggressive promotion policy&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<\/li>\n<li>The simplification of our commercial offers,&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<\/li>\n<li>The use of financial hedging instruments, particularly for energy purchases&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;&nbsp;<\/li>\n<li>&nbsp;The optimization of OPEX and CAPEX by pursuing savings measures.<\/li>\n<\/ul>\n<p>OBS in particular is organized by setting up an \u00ab\u00a0inflation program\u00a0\u00bb carried out in each entity by an \u00ab\u00a0Inflation Correspondent\u00a0\u00bb who works, cross-functionally, for example, on purchases as well as on the revision of customer contracts and the price adjustment.&nbsp;Management also informed elected members of the measures taken by Orange&rsquo;s main competitors in response to this new inflationary context, which roughly fall under the same items.&nbsp;Finally, a zoom on the salary policy &#8211; which is unprecedented within this Committee &#8211; allowed the elected members to understand the strategy of the Management in terms of changes in remuneration.&nbsp;The level of inflation, which is also to be qualified by country, will, in the current context, be only one of the criteria of the Group&rsquo;s salary policy: the results of each entity as well as the churn rate &#8211; percentage of employees leaving the company -, by type of employee, will impact salary increases.<\/p>\n<p>With the sole exception of the States where it is legally required (Belgium and Luxembourg), the indexation of wages to inflation will therefore not be automatic. Salary policy in the current economic context must, according to Management, meet the dual challenge:<\/p>\n<ul>\n<li>A \u201cfair approach\u201d for low salaries, on the one hand,<\/li>\n<li>The goal of retaining skills, moreover.&nbsp;<\/li>\n<\/ul>\n<p>The challenge for the Human Resources Department is to reduce the churn rate for professions in strong competition on the labor market in the fields of IT, Cloud, Data or Cyberdefense, for example. At OBS, salary increases induced by the inflationary context will be one of the means of retaining talent. \u201cA bad for a good\u201d finally served as a conclusion.<strong> <br \/><\/strong><\/p>\n<p><strong>The elected members were interested to debate wage policy for the first time within the EWC. They were reassured by the specific consideration of inflation on low wages but questioned what a \u201cfair approach\u201d to them actually means. As for the gradual adaptation of wages to the labor market through a differentiated distribution of increases according to skills, they deduce that it responds more to the law of the market rather than to the \u00ab\u00a0fair approach\u00a0\u00bb for the other categories of employees.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>[French version here\/English version below]&nbsp; Dans le cadre du Comit\u00e9 de Groupe Europ\u00e9en d&rsquo;Orange des 28,29 et 30 juin 2022 qui s\u2019est r\u00e9uni \u00e0 Bruxelles, la Direction du Groupe a [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"inline_featured_image":false,"footnotes":""},"categories":[118],"tags":[],"class_list":["post-19563","post","type-post","status-publish","format-standard","hentry","category-comite-groupe-europe-monde"],"blog_post_layout_featured_media_urls":{"thumbnail":"","full":""},"categories_names":{"118":{"name":"Comit\u00e9 Groupe Europe+Monde","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/category\/comites-groupe\/comite-groupe-europe-monde\/"}},"tags_names":[],"comments_number":"0","wpmagazine_modules_featured_media_urls":{"thumbnail":"","cvmm-medium":"","cvmm-medium-plus":"","cvmm-portrait":"","cvmm-medium-square":"","cvmm-large":"","cvmm-small":"","full":""},"_links":{"self":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/19563","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/comments?post=19563"}],"version-history":[{"count":0,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/19563\/revisions"}],"wp:attachment":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/media?parent=19563"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/categories?post=19563"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/tags?post=19563"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}