{"id":9043,"date":"2018-04-18T13:05:16","date_gmt":"2018-04-18T13:05:16","guid":{"rendered":"http:\/\/localhost:8080\/?p=9043"},"modified":"2018-04-18T13:05:16","modified_gmt":"2018-04-18T13:05:16","slug":"barometre-social-international-l-exercice-annuel-unilateral-d-autosatisfaction","status":"publish","type":"post","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/2018\/04\/18\/barometre-social-international-l-exercice-annuel-unilateral-d-autosatisfaction\/","title":{"rendered":"Barom\u00e8tre social international 2017: l&rsquo;exercice annuel unilat\u00e9ral d&rsquo;autosatisfaction"},"content":{"rendered":"<p>[<em style=\"font-family: Lato; font-size: 14px;\">French version here\/English version below<\/em>]<\/p>\n<p>Dans le cadre du Comit\u00e9 de Groupe Monde des 11, 12 et 13 avril 2018 \u00e0 Casablanca au Maroc, la Direction a inscrit un point \u00e0 l&rsquo;ordre du jour relatif au Barom\u00e8tre Social International. J\u00e9r\u00f4me BARRE, Directeur des Ressources Humaines du Groupe sortant, et dont c&rsquo;\u00e9tait ici la derni\u00e8re pr\u00e9sidence par d\u00e9l\u00e9gation du Comit\u00e9 de Groupe Monde, pr\u00e9sentait le dossier.<\/p>\n<p>Ce barom\u00e8tre 2017 est une premi\u00e8re, dans ce sens o\u00f9 il int\u00e8gre pour la premi\u00e8re fois la France, laquelle avait l&rsquo;habitude d&rsquo;avoir son barom\u00e8tre particulier. Nous avons donc d\u00e9sormais un barom\u00e8tre global, comportant les m\u00eames questions, ind\u00e9pendamment du pays invit\u00e9 \u00e0 y r\u00e9pondre. Pour l&rsquo;\u00e9dition 2017, 71735 salari\u00e9s ont exprim\u00e9 leur avis en fin d&rsquo;ann\u00e9e derni\u00e8re, ce qui repr\u00e9sente 51.4% de l&rsquo;effectif global, 46% de l&rsquo;effectif France et 59% de l&rsquo;effectif international hors France).<\/p>\n<p>La Direction nous indique que si le pr\u00e9c\u00e9dent barom\u00e8tre \u00e9tait plut\u00f4t centr\u00e9 sur la mesure de la qualit\u00e9 de vie au travail, cette nouvelle \u00e9dition mesurait plus largement la perception de l&rsquo;exp\u00e9rience des salari\u00e9s et de la transformation de l&rsquo;entreprise, en y incluant la strat\u00e9gie et le r\u00f4le des dirigeants. Renouvelant la promesse \u00ab\u00a0Orange, employeur digital et humain\u00a0\u00bb, le questionnaire met la priorit\u00e9 sur les comp\u00e9tences, l&rsquo;agilit\u00e9 et l&rsquo;engagement. Il a par ailleurs, selon la Direction, vocation \u00e0 favoriser la mise en place de plans d&rsquo;actions locaux r\u00e9pondant aux attentes exprim\u00e9es par les salari\u00e9s.<\/p>\n<p>Quelques points de m\u00e9thodologie sont ensuite expos\u00e9s aux membres du Comit\u00e9 de Groupe Monde, rappelant l&rsquo;existence et le contenu des deux pr\u00e9c\u00e9dents barom\u00e8tres distincts, pour la France et l&rsquo;international, et dont la nouvelle mouture 2017 est issue:<\/p>\n<ul>\n<li>1 questionnaire unique pour tous<\/li>\n<li>1 fois par an<\/li>\n<li>49 questions dont 1 ouverte<\/li>\n<li>barom\u00e8tre 100% digital (via navigateur ou mobile)<\/li>\n<li>granularit\u00e9 accrue des r\u00e9sultats<\/li>\n<\/ul>\n<p>Pour chacune des 49 questions pos\u00e9es, les salari\u00e9s sont invit\u00e9s \u00e0 se positionner sur une \u00e9chelle d&rsquo;accord fractionn\u00e9e en quatre statuts: tout \u00e0 fait d&rsquo;accord (coefficient de +100), plut\u00f4t d&rsquo;accord (coefficient de +33), plut\u00f4t pas d&rsquo;accord (coefficient de -33), pas du tout d&rsquo;accord (coefficient de -100). L&rsquo;indicateur li\u00e9 aux comp\u00e9tences comporte 11 questions, celui li\u00e9 \u00e0 l&rsquo;agilit\u00e9 19, et enfin l&rsquo;indicateur engagement 18 questions. Une r\u00e8gle visant \u00e0 ne pr\u00e9senter que des r\u00e9sultats statistiquement repr\u00e9sentatifs a exclu les pays o\u00f9 le seuil de 50 r\u00e9ponses n&rsquo;avait pas \u00e9t\u00e9 atteint.<\/p>\n<p>D&rsquo;une mani\u00e8re g\u00e9n\u00e9rale, l&rsquo;attachement des salari\u00e9s \u00e0 l&rsquo;entreprise progresse par rapport \u00e0 2017, 89% d&rsquo;entre eux se d\u00e9clarant fiers de travailler pour le Groupe Orange, malgr\u00e9 les scores inf\u00e9rieurs \u00e0 la moyenne de l&rsquo;Egypte, de la France, de la Pologne et du Royaume-Uni qui viennent nuancer ce r\u00e9sultat. S&rsquo;agissant de la recommandation d&rsquo;Orange, par les salari\u00e9s, d&rsquo;une entreprise o\u00f9 il fait bon travailler, 83% d&rsquo;entre eux se d\u00e9clarent en phase avec cette affirmation, \u00e0 l&rsquo;exception du Cameroun, de l&rsquo;Egypte, de la France, du Niger, de la Pologne et du Royaume-Uni qui affichent un score inf\u00e9rieur. Si 91% des salari\u00e9s recommandent les produits et services commercialis\u00e9s par le Groupe, la Belgique, l&rsquo;Egypte, la France, la Slovaquie, l&rsquo;Espagne et le Royaume-Uni affichent des scores de recommandation inf\u00e9rieurs \u00e0 la moyenne des pays. Enfin, 78% des salari\u00e9s du Groupe consid\u00e8rent Orange comme un employeur digital et humain, quand la Belgique, le Cameroun, l&rsquo;Egypte, la France et la Jordanie ont un avis plus nuanc\u00e9.<\/p>\n<p>La Direction termine sa pr\u00e9sentation en se f\u00e9licitant de l&rsquo;augmentation de 3.4 points du score global, gr\u00e2ce notamment aux r\u00e9sultats de la France et d&rsquo;OBS international. Elle indique par ailleurs que si l&rsquo;\u00e9volution du barom\u00e8tre au sein de la zone MEA (Moyen-Orient &#038; Afrique) r\u00e9v\u00e8le des r\u00e9sultats h\u00e9t\u00e9rog\u00e8nes selon les pays, ceux affich\u00e9s en Europe sont coh\u00e9rents avec le contexte \u00e9conomique et social des pays, avec une forte perc\u00e9e de l&rsquo;Espagne. Quant \u00e0 OBS International, il se situe dans une dynamique de progr\u00e8s g\u00e9n\u00e9ralis\u00e9e dans un contexte business tr\u00e8s concurrentiel.<\/p>\n<p><strong>Au-del\u00e0 des chiffres et de l&rsquo;interpr\u00e9tation qu&rsquo;en fera chaque pays en fonction de son propre contexte \u00e9conomique et social, les membres du Comit\u00e9 de Groupe Monde regrettent vivement l&rsquo;absence de plans d&rsquo;action sur les priorit\u00e9s indiqu\u00e9es dans le document. Sur le taux de participation, si le d\u00e9lai de r\u00e9ponse plus court qu&rsquo;auparavant a pu impacter cet indicateur, ils notent que si les suggestions des salari\u00e9s \u00e9taient prises en compte, cela l&rsquo;am\u00e9liorerait sans doute tr\u00e8s significativement. Par ailleurs, bien que la Direction se veuille rassurante en indiquant que consigne avait \u00e9t\u00e9 donn\u00e9e de ne pas contraindre les salari\u00e9s \u00e0 r\u00e9pondre au questionnaire, contraitement \u00e0 certaines pratiques dans d&rsquo;autres entreprises, certains pays affirment encore subir des pressions du management, allant jusqu&rsquo;\u00e0 sugg\u00e9rer les r\u00e9ponses. Enfin, les membres du Comit\u00e9 de Groupe Monde s&rsquo;interrogent sur le sens \u00e0 donner aux pays qui atteignent 50% d&rsquo;abstention, et s&rsquo;\u00e9tonnent que la Direction ne montre pas plus d&#8217;empressement \u00e0 se pencher sur ce qu&rsquo;ils veulent exprimer au travers de l&rsquo;abstentionnisme.<\/strong><\/p>\n<p>&nbsp;[<em style=\"font-family: Lato; font-size: 14px;\">English version<\/em>]<\/p>\n<p>In the framework of the World Works Council of April 11th, 12th and 13th, 2018 in Casablanca, Morocco, the Group Management has included an item on the agenda relating to the International Social Barometer. J\u00e9r\u00f4me BARRE, outgoing Director of Group Human Resources, and whom it was the last presidency by delegation of the World Works Council, presented the topic.<\/p>\n<p>This 2017 barometer is a first, in that it integrates for the first time France, which used to have its own barometer. So we now have a global barometer, with the same questions, regardless of the country invited to respond. For the 2017 edition, 71735 employees expressed their opinion at the end of last year, which represents 51.4% of the global workforce, 46% of France&rsquo;s workforce and 59% of the international workforce outside France).<\/p>\n<p>Management told us that while the previous barometer focused more on the measurement of quality of life at work, this new edition measured the perception of employee experience and the transformation of the company more broadly, including strategy and the role of leaders. Renewing the promise \u00ab\u00a0Orange, digital and human employer\u00a0\u00bb, the questionnaire puts priority on skills, agility and commitment. In addition, according to the Management, it aims to encourage the implementation of local action plans that meet the expectations expressed by employees.<\/p>\n<p>A few points of methodology are then exposed to the members of the World Works Council, recalling the existence and content of the two previous separate barometers, for France and abroad, and whose new version 2017 comes out:<\/p>\n<ul>\n<li>1 unique questionnaire for all<\/li>\n<li>Once a year<\/li>\n<li>49 questions including 1 open<\/li>\n<li>100% digital barometer (via browser or mobile)<\/li>\n<li>increased granularity of results<\/li>\n<\/ul>\n<p>For each of the 49 questions asked, the employees are invited to position themselves on a scale of agreement divided into four statutes: strongly agree (coefficient of +100), rather agree (coefficient of +33), rather disagree (coefficient of -33), not at all agree (coefficient of -100). The skills indicator has 11 questions, the agility score 19, and the commitment indicator 18 questions. A rule aimed at presenting only statistically representative results excluded countries where the threshold of 50 responses had not been reached.<\/p>\n<p>In general, employees&rsquo; attachment to the company has improved compared to 2017, 89% of them claiming to be proud to work for the Orange Group, despite the scores below the average for Egypt, France, Poland and the United Kingdom to nuance this result. Regarding Orange&rsquo;s recommendation, by the employees, of a company where it is good to work, 83% of them declare themselves in phase with this assertion, with the exception of Cameroon, Egypt, France, Niger, Poland and the United Kingdom with a lower score. Although 91% of employees recommend the products and services marketed by the Group, Belgium, Egypt, France, Slovakia, Spain and the United Kingdom have lower recommendation scores than the average of the countries. Finally, 78% of Group employees consider Orange a digital and human employer, when Belgium, Cameroon, Egypt, France and Jordan have a more nuanced view.<\/p>\n<p>Management completes its presentation by welcoming the increase of 3.4 points in the overall score, thanks in particular to the results of France and OBS International. It also indicates that while the evolution of the barometer within the MEA zone (Middle East &#038; Africa) reveals heterogeneous results according to the countries, those displayed in Europe are coherent with the economic and social context of the countries, with a strong breakthrough of Spain. As for OBS International, it is in a generalized dynamic of progress in a very competitive business context.<\/p>\n<p><strong>Beyond the figures and the interpretation that each country will make according to its own economic and social context, the members of the World Works Council deeply regret the lack of action plans on the priorities indicated in the document. On the participation rate, if the response time shorter than before could have affected this indicator, they note that if the suggestions of the employees were taken into account, it would probably improve it very significantly. In addition, although Management is reassuring that it has been instructed not to force employees to answer the questionnaire, contrary to certain practices in other companies, some countries still claim to be under pressure from management, up to to suggest the answers. Finally, the members of the World Works Council are wondering what meaning should be given to countries that reach 50% abstention, and are surprised that the Management does not show any more eagerness to look into what they want to express through abstentionism.<\/strong><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>[French version here\/English version below] Dans le cadre du Comit\u00e9 de Groupe Monde des 11, 12 et 13 avril 2018 \u00e0 Casablanca au Maroc, la Direction a inscrit un point [&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":[60],"tags":[],"class_list":["post-9043","post","type-post","status-publish","format-standard","hentry","category-conditions-de-travail-et-sante"],"blog_post_layout_featured_media_urls":{"thumbnail":"","full":""},"categories_names":{"60":{"name":"Conditions de Travail et Sant\u00e9","link":"https:\/\/dev.cfecgc-orange.app\/index.php\/category\/cit\/vie-au-travail\/conditions-de-travail-et-sante\/"}},"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\/9043","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=9043"}],"version-history":[{"count":0,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/posts\/9043\/revisions"}],"wp:attachment":[{"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/media?parent=9043"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/categories?post=9043"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/dev.cfecgc-orange.app\/index.php\/wp-json\/wp\/v2\/tags?post=9043"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}