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21 October 2014
Corporate Practice: Daimler calls its pensioners back into service for special missions.
In Daimler they are called the ‘Space Cowboys’. Like with the Clint Eastwood film where 4 elderly retired astronauts are called back into service for a crucial mission (to save the earth), Daimler, the German automotive company is calling back some of its former employees, now pensioned, to work on specific temporary projects. The objective of the company is to take advantage of their skills and experience and to extend beyond their retirement age the period of knowledge and skills transfer to younger...
24 September 2014
Corporate Practice: how the German family run company VILSA-Brunnen helps its older staff take up, for the first time, professional vocational training
Can we go back to school after more than 20 years spent in a factory filling bottles. What are the benefits and challenges of such an approach for both the employee and the employer? During the German Federal Government’s “Corporate Social Responsibility” awards ceremony in Berlin on September 17, 2014 (c.f. article No. 8600), Armin Baust head of human resources at the family run...
5 March 2014
When HR learns from hackathon
Challenging its employees to solve a problem in 48 hours: that’s the hackathon, a marathon that used to be reserved for workers in computing firms.  More and more managers from all industries are interested in this concept and thinking about using this method with all their employees in order to mobilize them for any subject.
23 December 2013
France: transfer of skills at the center of the ‘generation contract’ agreements negotiated at company levels
A campaign promise of candidate Hollande, the “generation contract” enforced by the national cross-industry agreement of October 19, 2012, has 3 objectives: permanent recruitment for young people; maintaining or recruiting seniors; and transferring knowledge and know-how.  It is on the third point that big groups affective by massive retirements have innovated the most, mentoring being the cornerstone of the system.  For their part, unions mostly defended recruitment volumes.  Overview based on the...
9 December 2013
BASF inaugurates the largest work-life balance center in Germany, a sign that German firms are taking to this theme
In early November, BASF, a pioneer company in the field of work-life balance, inaugurated “LuMit,” which is the biggest work-life balance management center in the country.  This achievement, which gathers all aspects of BASF’s work-life balance policy, is truly a sign of the intensification of efforts made by German businesses on this theme in recent years.  Whereas, 4 years ago, the Confederation of Germany Unions revealed that only 10 percent of businesses had signed an agreement on the subject, the 2013...
24 October 2013
Interview of Denis Pennel, the author of, “Working for yourself: what future for labor at the time of the individualist revolution?”
Individuals’ yearning for fulfilling work matching their life choices implies that the social partners and politicians rethink the social contract, explains Denis Pennel, who wrote a book called, « Travailler pour soi – Quel avenir pour le travail à l’heure de la révolution individualiste ? » (“Working for yourself: what future for labor at the time of the individualist...
24 September 2013
A quarter of the global workforce would welcome an expatriate assignment
“Mobilising Talent: The Global Mobility Challenge” is the first survey conducted by Ipsos and sponsored by BDO on the international mobile employees’ profile and views. Generous compensation does not seem to be the priority and senior executives, employees under 35, men, low income earners and people who are not married are the most likely workers to take an overseas posting, the study reveals. (Ref.  130563)
22 July 2013
Spain: recent trends in corporate volunteering
Corporate volunteering is not new. Traditionally, it has been conceived as a Corporate Social Responsibility practice. However, businesses are progressively integrating employee community involvement into business strategy. In particular, there seems to be a strong case for linking employee volunteering to human-resources outcomes. Planet Labor looks at the dynamics of corporate volunteering in three big companies: IBM, OHL Group and Pascual Corporation. All have been publicly awarded for their actions in this...
17 July 2013
Renault: HR agencies for employee-customers
Renault made a small revolution at the end of 2011 in the HR organization of its engineering and service undertakings in the Paris area (16,900 employees).  Employees and managers used to complain that local HR representatives weren’t available enough and took too long to answer flowing questions on all types of subjects, or even avoided the task by sending them a generic email or to the intranet.  In the end, this saturation led the new HR manager, Marie-Françoise Damesin, to rethink the HR function focusing on two axes: one for business and one for workers.  That’s when the idea of HR agencies arrived, a sort of inner “help...
16 May 2013
Corporate practices: Mapfre’s talent management program uses international benchmarking to develop innovation
Since 1984, MAPFRE, the leading insurance company in Spain, has been steadily expanding its business at the worldwide scale. In response to this internationalization process, the company agreed to implement the “International Management Development Program” in 2009, with the objective of boosting international development, training, talent retention and mobility among MAPFRE’s managers. Focused on innovation, this training program also helps circulate good practices.  (Ref.  130325)