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For more information about our actions in this field, please e-mail us: developpement. durable@virbac.com
 

Social responsibility

Assess and improve well-being at work

Following the internal opinion survey carried out in 2015 for all Group employees, analysis of the results by country and by management made it possible to construct action plans on topics selected as priorities leading to the implementation of numerous initiatives in 2016.

Throughout the year, the emphasis was placed on the topics of information and communication as well as those of training and development. The first aspect is illustrated in particular by improving the transmission of strategic decisions taken within the company through regular and cascaded information meetings within the departments or
by the deployment of the formalisation and the application of best practices on subjects such as information sharing, improving organisational transversality and “working better together”.

Increasing the visibility of the actions carried out within the various departments also makes it possible to enhance Virbac’s expertise, both individually and collectively.
Actions taken in respect of training and development, have intensified on an international level. A process for the development of employees has been deployed in four subsidiaries: France, Australia, Mexico, Uruguay. It includes a special appointment with the manager to discuss the development of skills, access to an online training course and participation in workshops.

The Group is continuing to invest in digital learning, which has a prominent place in the deployment of training courses, combining e-learning and practical activities over a period of time.

In addition, the annual interview course, launched in 2015, which allows managers and employees to train themselves in the best practices of annual appraisal interviews and salary reviews, was extended to 20 subsidiaries. Several tailor-made management and leadership development programmes have been established in several countries, particularly in Brazil, Australia and Germany. In France, in addition to the topics covered in the annual interview, a specific section on the workload dialogue and how to control it was introduced.

In addition, specific tailor-made training projects tailored to topics as varied as collaboration, project management or business relationship management have emerged, as well as individual support through coaching or personalised monitoring.

Developing employees also means offering more career opportunities within the Group. Vacancies for positions which are available all over the world are brought to the attention of employees by publishing them on the Virbac Intranet, in order to promote increased internal and international mobility. To better respond to the increase in employee transfers from one entity to another in the years to come, practices in this area have been harmonised by developing a comprehensive and equitable international mobility policy at Group level.

Facilitating the transmission of information so that it can be more easily shared, optimising the way it operates to increase efficiency and enhancing the development of expertise to ensure the quality of the skills are all practices which aim to strike a balance between the performance of the company and improving the quality of working life from a sustainable development perspective.

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