These various processes (annual interviews, evaluations based on the we@transdev management model, career interviews, people reviews, ongoing discussions and succession plans) provide us with in-depth knowledge of our employees, their performance and their career aspirations.
They also enable us to build and offer them suitable and ambitious development paths, thus guaranteeing the company solid succession plans for all key positions in the Group.
In addition to our processes, and in order to meet the challenges of attracting and retaining employees, we have designed and implemented a number of specific integration programs, such as the In’Pulse program, which is included in the Group’s Learning approach.