Since allowing employees to jump around as they see fit would be a logistical nightmare, Michelin employs nearly 400 "career managers" to help workers and managers have productive discussions about future goals and needs.
Founded in 1889, the French conglomerate is the world's third-largest tire manufacturer and employs 111,000 people around the globe. .Business Insider recently sat down with David Stafford, chief human resources officer and executive vice president of personnel for Michelin North America, to discuss the company's unique approach to career development.You end up building this incredible stickiness between employee and company.".Michelin's career-development program has been a huge success in creating employee loyalty.Recognizing that workers often quit ciné cadeau passe partout or become unproductive when they feel stuck or bored in their roles, Michelin encourages employees to move around frequently within the company.From 2009 to 2015, only 3 of employees quit, according to the company."People see very quickly that they have a chance to grow by working in different positions within different areas of the company Stafford says. .Because an employee might join Michelin and then transition out of their current role in the future, the company must look beyond skill sets during the hiring process.The first question career managers ask employees is: "What is it that you are really passionate about?" "You can't always satisfy that passion Stafford says, "but it's good to know what they want."."We have to ask if they are looking for a job or a career.".The cadeau d'anniversaire 18 ans second group is focused on "going deep." They tend to join the company and work their way up the corporate ladder in one specialty.Michelin uses a three-part "triangle" plan during job-placement discussions. .Finally, an employee can talk to other employees who have pursued paths in certain disciplines they are interested in exploring.Stafford divides Michelin employees into two groups.In addition to the Michelin brand, it also owns BFGoodrich, Kleber, Tigar, Riken, Kormoran, and Uniroyal."Our managers look at three key areas passion, catalogue promo u express proven history, and an employee's willingness and ability to adapt to change and take on new things Stafford says."We want to offer something good to the community; we believe the market wants.".They might start in accounting, move to research and development, and end up in operations.Then the manager and employee use a job-posting system to find relevant jobs and career paths the employee might want to explore. .Stafford says these workers want to "go wide" in their careers and to "broaden themselves" as people.