SOME EXAMPLES OF INTERNAL DEVELOPMENT

• What has your career within the company been like?

I joined in 2002 as an NDT Technician after twelve years as a mobile worker at a different company. In 2009, I advanced to a Measurement Technician job, then became a Purchaser in March 2015. At the same time, I'm taking a purchaser certification course to acquire the right skills to best meet the needs of my co-workers.

• In concrete terms, how is your day organised?

No day is ever like the others, but I have to keep looking at my order book, checking up on whatever is in the process of getting into contract, and following up on orders. Of course, earlier-stage work must also be done depending on the type of purchase.

This is because general purchases are handled differently from so-called "technical" purchases, which take time in order to write precise specifications. For such purchases, we are ready to go on a trip in order to better understand the need of the department in question.

But more generally speaking, we carry out a complete process, which spans from researching suppliers to delivering the product.

• What satisfaction have you taken from performing your job?

The relationship aspect is very important to me, and this job lets me be in contact with everyone at the company as well as outside individuals. What I also enjoy is learning from others, because this is a job where each task is unique, with products that may be revised. This means we are constantly questioning our work methods.

• What has your career within the company been like?

I arrived in 2009 on a professional training contract. After getting qualified as an operator, I was hired to work the lathes and mills in the machining centres. Several years later, I responded to a call for internal job applications to be a programmer. When my application was accepted, I was offered training in line with my new position. This training led to me earning a government-certified diploma.

• What is the nature of your job?

I create programs for new types of wheels and parts, as well as new tests. Once this is done, I answer service calls when there is a problem with a machine or when we want to optimise a programme.

• What are the qualities and skills required for this kind of job?

You have to know how to operate independently in the tasks we perform. Logic and proactiveness are also important in order to take the initiative when facing the problems we encounter.

Additionally, being a programmer lets me see the entire production process because we affect all the machines. You need to be able to listen to others, especially operators, in order to address problems and to learn their suggestions for optimisation. Synergy between our jobs is essential in order to be operational.

• What did MG-VALDUNES provide you with?

The company provided me with technical skills, career development, and the ability to continue advancing my career, not to mention a more detailed vision. This is because being a technician lets you take a broader view of product manufacturing.

• Lastly, if you had to do it again, would you still apply to MG-VALDUNES? If so, why?

It gave me a desire to keep advancing and to continue on to engineering college in a few years' time. Additionally, besides keeping my salary while taking the course, the company introduced a mentoring system. For me, this was a real strength because it helped guide me within the company so that I could better settle into my position as a programmer. My mentor also enabled me to develop and acquire new skills by sharing expertise and technical skills.

• What is the nature of your job?

I am a Facility Management Technician for the entire Valenciennes site. My activities vary; for example, I'm in charge of the boilers, the roadways, and so on. I'm also in contact with the outside companies that service the site.

• What are the qualities and skills required for this kind of job?

It takes patience, expertise in various fields, the ability to adapt quickly and not panic in an emergency.

• Finally, what are the inherent constraints in your job? What advice would you give to a candidate who wants to be hired for this position?

There are not many constraints in this job, you mostly need to be attentive and not forget important information. If I had advice for future candidates: Don't be afraid to get your hands dirty and don't be afraid to have responsibilities.

• What satisfaction have you taken from performing your job?

I feel valued and I have responsibilities when I work with outside companies. I also have the freedom to organise my workday. My work is highly varies and not repetitive.

• How did you end up at MG-VALDUNES?

I started as an apprentice lathe operator, then was offered a temporary work contract. I then accepted a more permanent contract because there was a good rapport in the workshops.

• How do you see yourself at MG-VALDUNES in 10 years?

For my own part, I would like to advance into a position with more responsibilities, which would be a way of recognising a job well done.

• Why did you choose MG-VALDUNES?

For vocational retraining, I knew that Valdunes was hiring professional trainees for the HR department. I applied after meeting Mrs. Haezebaert at a job fair for apprenticeships.

• What do you enjoy about it?

• The diversity of the tasks I perform
• The many people I come in contact with (employees, managers, executives, training organisations, associations that finance vocational learning, etc.)
• Working with the HR manager, my introduction to the job went well, my manager was always there to answer my questions as were the teams from Valenciennes (payroll and accounting)

• What are the inherent constraints in your job? What advice would you give to a candidate who wants to be hired for this position?

There are not really any constraints other than being asked questions from all over, which requires concentration and proper prioritisation.

As for advice? Keep informed about legislation, have a solid grounding in labour law, and show the greatest respect for privacy.

• What is the nature of your job?

I am a machinist/lathe operator in the machining department. I machine semi-finished parts after they have undergone thermal treatment. I work on the FORIEP 29. Most of my time is spent on rollers for bridge cranes.

• What are the qualities and skills required for this kind of job?

You have to be careful, attentive to what you're doing, and focused, especially for safety reasons.

• What are the inherent constraints in your job? What advice would you give to a candidate who wants to be hired for this position?

The hardest part is the shifts, especially at night. You're always dirty, you work in the dust, there's the noise. Fortunately you're well protected in every way. The advice I would give would be to try to be the best, always push yourself further because the job is changing very quickly (especially digital controls). You learn new things each day.

• What satisfaction have you found in performing your job?

You never do the same thing twice. You start from scratch and end up with a finished part that must meet the client's specifications. The wage is attractive, especially when you're at a workstation. I like the idea of working in a big company. Unfortunately, there are not many candidates for this job.

• How did you end up at MG-VALDUNES?

I was laid off for economic reasons from my previous job and was looking for an internship for a course I had begun: CQPM lathe/mill operator. Next, I studied as a machining technician for two years with VALDUNES. Afterwards, they offered to keep me on with an open-ended contract.

• How do you see yourself at MG-VALDUNES in 10 years?

I hope I've advanced, with more responsibilities.

EXAMPLE APPRENTICESHIPS

• Mission

As a technician assigned to the Maintenance Methods office, your main tasks will be:

• Developing regulatory or periodic tests;
• Conducting installation maintenance or renovation work;
• Providing technical assistance in curative and preventive maintenance; 
• Managing and repairing electrical/automation and mechanical/hydraulic spare parts;
• Making modifications and improvements for more reliable installations.

• Mission

As an operator assigned to production, your main tasks will be:

• Preparing and completing the production work;
• Operating the installation;
• Ensuring the parts are compliant;
• Keeping the workstation in good condition;
• Gathering and reporting information about the progress of production and any failures;
• Ensuring the movement of instructions between workstations and data input.

• Mission

As an operator assigned to production, your main tasks will be:

• Preparing and completing the production work;
• Operating the installation;
• Ensuring the parts are compliant;
• Keeping the workstation in good condition;
• Gathering and reporting information about the progress of production and any failures;
• Ensuring the movement of instructions between workstations and data input.

• Mission

As an operator assigned to production, your main tasks will be:

• Preparing and completing the production work;
• Operating the installation;
• Ensuring the parts are compliant;
• Keeping the workstation in good condition;
• Gathering and reporting information about the progress of production and any failures;
• Ensuring the movement of instructions between workstations and data input.

All of our part-time trainees are assisted by their mentor for the entirety of the training. Every year, our mentors are asked to take a course on the mentorship programme. They also take part in a school council to get general insight into the educational experience.

Safety is one of our essential values. Prevention is a reflex at all times. To convey this message, we use specially crafted awareness tools that illustrate the risks to which employees may be exposed.

The safety department, infirmary, and HR team advise employees on a daily basis regarding all safety subjects: Awareness, mandatory training and qualifications, medical visits, occupational accidents, professional risks, and other issues.

ACT WITH SKILL

Each employee has access to a series of tools to craft his or her career path.

The most important of these tools is the annual performance review that offers each of them a chance to mark their progress, the skills they have acquired, and the state of their training plan. It's an opportunity to review their job sheet and match their desires for advancement with concrete opportunities offered by MG-VALDUNES.

Some examples of career development within the company:

• Eddy, who held a job as a measurement technician in the machining shop, moved to purchasing: training in his new duties was offered to him;
• Tony became a forge technician after having served as a methods technician;
• Pierre was a lathe operator who now acts as a Facility Management Technician;
• Maxime, who is certified in magnetic particle inspection, wanted to become a testing technician.

The Human Resources Division works to improve managers' skills as well. It has set up a local management training programme. Franck and Laurent were thereby able to take the CQPM exam to manage an independent team. By accompanying managers on a regular basis, HR sheds light on their actions and the best ways to achieve the goal that has been formulated.

OUR JOB FIELDS

Sales:

• Sales assistant;
• Customer representative.

Manufacturing (hot):

• Heat treatment agent;
• Metallurgist;
• Cutting tool operator;
• Thermal maintenance technician.

Manufacturing (cold):

• Testing agent;
• Non-destructive testing agent;
• End testing agent;
• Finalization agent;
• Tool adjuster;
• Wheelset assembly agent;
• Fitting mechanic;
• Turner mechanic;

Engineering:

• Engineering manager;
• Project manager;
• Design R&D engineer;
• Technical studies manager;
• Calculator technician;
• Product studies technician.

Logistics:

• Logistics agent;
• Shipping/transport technician.

Maintenance:

• Maintenance agent;
• Electrical automation engineer;
• Hydraulics mechanic;
• Maintenance preparer;
• Test manager;
• NDT technician;
• Test technician;
• Environment technician;
• Measurement technician;
• Quality technician;
• BFT technician;
• Forge methods technician;
• Machining methods technician;

Test laboratory:

• Sample machiner/preparer;
• Mechanical testing technician - Material acceptance;
• Metallurgical testing technician - Studies.

Scheduling:

• Warehouse manager;
• Scheduling technician.

WHAT IS MG-VALDUNES ALL ABOUT?

It's a human-scale industrial firm of 500 people at two sites (the forge in Dunkirk and the machine shop in Valenciennes). It is currently owned by MASTEEL, a Chinese steelmaker with 42,000 employees.

MG-VALDUNES has a century of experience that is continually being refreshed in order to satisfy the requests and calls for tenders of its European and international clients.

At MG-VALDUNES, we have an innovative HR policy that allows employees to gain new skills while leaving them free to express new ideas.

WHAT IS THE ROLE OF HR AT MG-VALDUNES?

The company is undergoing a transformation following its acquisition by the MASTEEL Group. HR plays a strategic role in guiding the management, managerial staff, and employees in the company's new market position.

In order for HR to serve as a partner to operational staff, we use the FACE method, meaning:

• F for Formulate a goal shared by everyone;
• A for Act to achieve that goal;
• C for be Consistent: "Do what you say and say what you do";
• E for Evaluate the performance of our actions.

WHAT EXAMPLES DO YOU HAVE OF YOUR INNOVATIVE HR POLICY?

At the start of the year, we launched employee advisory groups drawn from all of the company's sectors.

We constructed an action plan based on different topics (communication, management, training, machining, maintenance, etc.) with a designated project manager tasked with enacting the employees' ideas once approved by the Management Committee.

To follow up on these advisory groups, which we have termed "field listening", we have set up an ideas marketplace that allows employees whose ideas are chosen to collect a bonus.

MG-VALDUNES updated all of its company-wide agreements in 2015.

The profit-sharing agreement adds funds to an employee's Company Savings Plan (PEE) or Supplemental Retirement Savings Plan (PERCO) with an employer match.

MG-VALDUNES is developing the use of collaborative tools to complete company-wide projects.

IF YOU HAD TO LIST THE VALUES THAT DEFINE MG-VALDUNES, WHAT WOULD THEY BE?

For an industrial firm like MG-VALDUNES, which operates at two interdependent sites and prioritises three principles that ensure its long-term health: teamwork, proactiveness, and respect for people.

WHAT IS YOUR TRAINING POLICY?

Our Chinese shareholder is investing €50 million to modernise our production lines. In order to best incorporate the new tools, we are conducting an ambitious training policy: in 2015, we allocated 20,000 hours for training.

When employees want to advance within the company, HR may provide them with a diploma course at an accredited organisation, like a BTS, Master, or MBA:

• Stéphane earned his engineering degree at University of Lille 1, majoring in mechanical engineering via the VAE skills qualification programme;
• Sabrina earned her Master 2 Degree at SKEMA Business School;
• Ali earned his BTS in mechanical product launching;
• Toufik earned his MBA from EDHEC.

The company supports training through a part-time programme, by integrating new apprentices each year.

HAVE YOU DEVELOPED ANY CONCRETE ACTIONS TO BALANCE THE HOME AND WORK LIFE OF YOUR EMPLOYEES?

We are partners of a company daycare network in order to reserve cribs for young children.

The works councils manage a sizable budget for company benefits (1.2% of wages paid), allowing them to offer holiday vouchers, gift cards, travel expense coverage, and more.

The company belongs to the metallurgy/steelmaking industry's collective bargaining agreement, with special benefits arising from the long tradition of that industry.

WHAT IS YOUR HIRING POLICY?

Our policy ensures adherence to the principles of objectivity, ethics, and non-discrimination in our hiring. Our teams are made aware of this approach:

• with the desire to promote pluralism and diversity in our hiring;
• with applications from seniors taken into account;
• with aid for employees with disabilities in their career path;
• with the goal of increasing the presence of women in a traditionally male-dominated industry.

We review all applications if the skills match our business needs.

Our commitment to people with disabilities is not limited to hiring: we teach our employees about the benefits of being formally recognized as an employee with a disability (RQTH).

We also create jobs indirectly by actively supporting specialised associations and work assistance centres (CATs).