243,000 employees

4.1 million hours of training in 2009

120,000 employee shareholders,
in 9 countries,
hold 12.3 % of the group’s stock

Auchan France: optional full-time working
Auchan France has set itself a target of eliminating involountary part-time working. The chain is offering its part-time employees the option to switch to full-time employment by complementing their main job offer with other regular duties in a different part of the store.

Internal opinion surveys.
These surveys, which are performed regularly with employees from each chain, allow us to measure the level of satisfaction within the teams. Areas for progress are identified, allowing concrete actions to be undertaken.

The integration of handicapped employees.
The chains are implementing a pro-active policy to promote the integration of handicapped persons.
For further information

The Group’s policy

Across its different business lines and more than 150 different jobs, the Group workforce reached a total of 243,000. 46% of these people work in Western Europe, and the remaining 54% in the other Group operating countries. Loyal to its historic values of sharing knowledge, power and resources, Groupethe company pursues an ambitious human resources policy of diversity in recruitment, training, encouraging responsability, internal promotion, employee profit-sharing and employee shareholding.

Training: a key part of the human resources policy

Training, which is adapted to the local context, is dispensed all along the employees’ career. Development of new training courses, in particular via e-learning, synergies between countries and chains, creation of training stores, each employee should have the opportunity to improve his or her professional qualifications and benefit from the company’s strong internal promotion policy.

Accountability: involvement in the decision-taking process

In line with its values, the company promotes the professional development of its employees through a strong accountability policy.
In each business, personal initiatives, involvement in the decision-taking process and independence are core management concepts that the company wishes to pass on to its employees.
Like Sub-department Managers in China and Taiwan, "segment experté employees in Russia and Ukraine are responsible for the results achieved within their area of responsibility. Alcampo has created 1,300 progress groups since 2005.

This policy focuses heavily on the acceptance of responsibility to encourage the career development of staff.

Employee shareholders: sharing the fruits of our labour

By allowing each employee to become an owner of part of his or her professional tool and to contribute, at his or her own level, to the improvement of results, the employee share ownership scheme is one of the pillars of our wealth sharing policy.
It was started in France in 1977 (Valauchan joint investment fund) and has been developed in the other countries, as soon as their results allow it (creation of Valauchan International in 1996, Valsuper in 1998 and Valsuper International in 2000).
It is now implemented in 9 countries for the hypermarkets and Immochan (France, Spain, Luxembourg, Portugal, Poland, Hungary, Italy, China and Russia where it will be rolled out in 2010), in 2 countries for supermakets (France, Spain) an in France for Banque Accord.

The goal is to develop a relation of trust and co-responsibility between the employees and the company. Furthermore, it allows each employee to create a personal holding by combining savings with company growth.

In 2009, 120,000 employees own 12.3 % of the company’s stock.

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