Report_Best Practices in Human resources_ TOTAL

8/12/2019 Report_Best Practices in Human resources_ TOTAL

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HRM Project Report

Submitted to:

PROF. PATTURAJA SELVARAJ

Submission by Group 1

ABHISHEK MENON (2013PGPUAE01)

AYUSH SRIVASTAVA (2013PGPUAE08)

KRISHNA CHAITANYA GOLLA (2013PGPUAE17)

PAVIRALA GOPI ATCHYUTH (2013PGPUAE25)

RAJKUMAR SINGH CHOUHAN (2013PGPUAE32)

SAURABH YADAV (2013PGPUAE39)


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TOTAL as an EmployerTotal, is strategically committed to pooling all its employees energies so that they can constantlyinvent the energies of tomorrow. At stake is employeesability to meet todays energy challenges andto drive their future success.

To fulfil this commitment, Total has developed ambitious human resources policies, focused on:

Attracting the bestTotal expect its new hires to meet highly demanding standards, in terms of both background andqualifications. But also offer extensive career opportunities, in more than 500 professional disciplines.

At a glance- 130 countries- 500 professional disciplines- 10,000 new hires per year, of which 67% outside Europe

Developing, rewarding and retaining talent By offering varied and motivating career paths: At Total, employees are in charge of their

professional growth, in concert with their career manager. They can change jobs,departments, businesses or disciplines. Anything is possible.

By developing their skills: A wide range of training programs enables employees to steadilyadvance in their particular job or discipline, and perhaps change career paths along the way.

By nurturing an attractive working environmentTotal, is committed to fair, diversified and highly motivating compensation policies that rewardindividual performance. As well, support a healthy work-life balance, by encouraging part-time work,flex time arrangements and job sharing.


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At a glance- Low employee turnover, 7.2%

- 200 career managers- 340 million spent on training each year

- An opportunity to change jobs every 3 to 6 years

Valuing differencesOne of Totals core strengths is its diversity, a key factor driving progress across the organization.Total is committed to eliminating any trace of discrimination in its hiring and career advancementpractices, to promoting gender equality in the workplace and increasing the number of women inmanagement roles, and to integrating and retaining people with disabilities.

At a glance- in 2011, 15% of senior managers are women

- 86% of new hires in 2011 were non-French nationals

THE TOTAL ATTITUDEThe Total Attitude consists of four cornerstone behaviours: listening, mutual support, cross -

functionality and boldness. These behaviours, displayed daily at every level and in every project, are a

distinctive characteristic of Total.

To meet todays energy and environmental challenges, we must adapt its day-to-day behaviour. TheTotal Attitude summarizes the cornerstone behaviours that guide the actions of its employees.

Listening

Total employees must be attentive to others, whether colleagues, customers, civil society or producingcountries. For Total, performance is intrinsically related to listening.

Mutual Support

Total has an important role to play with local communities in its host countries. Through mutual

support, it projects further the development of local economies. It is also one of the greatest strengths

in-house, with team spirit expressed every day.

Cross-Functionality

Cross-functionality means pooling resources and skills daily to provide an integrated, end-to-endoffering in all of Totals businesses. It also means working more closely with partners and other

energy industry stakeholders.

Boldness

Boldness pervades its DNA. Every employee must dare to suggest, invent and act, without taking ill-

considered risks. It is essential to be able to break the mould and think outside the box.


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TotalsHR VISION

DESIGNED TO DELIVER THE RESOURCES NEEDED TO MANAGE INCREASINGLY

COMPLEX PROJECTS

Profound changes in the energy industry affect human

resources needs. Total meet major challenges by

planning ahead and presenting a strategic vision to its

employees through Universite Total, its corporate

university. Total also engage in educational and training

programs in host countries.

Supporting Total Employees

Through Total human resources policies, Total listens to and dialogue with all its employees. This

process includes:

A worldwide on-boarding seminar; An annual performance review; A second interview with a member of the HR team every three years on average.

UNIVERSIT TOTAL, TOTAL CORPORATE UNIVERSITY

Universit Total was set up in 2005 to help sharpen Totals competitive edge. Distinguished

international experts from all backgrounds share their knowledge and experience with recently

hired young managers, managers and senior executives.

Three types of program are offered worldwide:

On-boarding seminars; Leadership development programs; Conferences that offer a platform for dialogue and engagement with outside perspectives on topics of

key importance for Total.

Every year, 3,000 employees take part in training and seminars offered by Universit Total.

Contributing to Development in TotalsHost Countries

Total strive to ensure the growth and sustainability of its activities while working to promote rapid

economic development in the countries where it operate.


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Managing new Total projects, creating jobs and training young talent are priorities for Total and for

the local communities that host its activities. They are crucial to a credible presence and Totals social

license to operate.

Hiring local professionals and developing their skills is one of the chief means of guaranteeing the

long-term benefits of Totals activities wherever it operate.

Investing in education and training is another key way of supporting local development in host

countries.

HUMAN RESOURCES AT TOTAL: DIVERSITY AND OPENNESS

Dialogue, openness, equal opportunity, diversity,mobility and skills development are the values that shape

the human resources policies of Total and its affiliates,

whose employees are drawn from a wide range of

backgrounds.

Total attracts many talented people, both experiencedand just starting their careers, of varied national, cultural

and educational backgrounds. With positions in more than 500 professions, it offers themopportunities in a number of specialties, including geology, research & development, marketing,

sales, logistics and more. It motivates and retains employees through human resources policies that

offer them a variety of career paths and skills development opportunities, to meet today's new energychallenges more effectively.

Strong Values

Each year Total hires in the neighbourhood of 10,000 people, 75% of them outside Europe. It has

people of 130 different nationalities working for us. To promote the professional growth and

development of all its employees, itshuman resources policies are built on four cornerstones:

Diversity of backgrounds, education and culture, a genuine source of enrichment that helps compareviewpoints to better predict trends and changes in a globalized world.

Mobility, so that employees can transfer to new jobs, segments or countries and achieve their personalcareer goals.

Fairness grounded in individually determined compensation, outstanding employee benefits and aprogressive policy to promote employee share ownership.

Accountability and responsibility, through daily actions around the world and an unflagging focus onethics, safety and sustainable development.
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A Transparent, Simplified Recruitment Process

Fig. The personnel working at the Port Arthur refinery

From very first meeting with applicants, Total showcases

its values and creates an atmosphere conducive todialogue.

Its recruitment process varies by country and segment,

but shares a number of core steps and principles:

Job openings are centralized and accessible to all at a single site,careers.total.com. A series of interviews are arranged for each open position, with human resources professionals,

professional discipline managers and the managers to whom the incumbent will report.

A Company That Combats Discrimination

Total fights all forms of discrimination in hiring. It takes concrete steps to promote gender equity in

the workplace:

Some 16% of senior manager workforce consisted of women in 2012, and Total wants to increase thenumber by continuing to focus on skills. To that end, it offers training to help female employees better

manage their careers, among other courses. Lastly, Total encourages young women to major

in technical fields and choose technical careers.

Total also routinely strive to promote the hiring and retention of disabled workers. In France, it signed

a framework agreement to that end in 2006. It has since undertaken a number of initiatives, including:

A partnership with theHanploi association, which offers services tailored to the needs of disabledapplicants and a chance to participate in dedicated hiring events. Examples include job fairs, job

dating, handicafs and dedicated chat rooms.

More work-study contracts for apprenticeships and skills acquisition and more internships. Work schedule accommodations, internal transfers and training to retain disabled employees and

those who later become disabled.

Human Resources Teams Attentive to Employee Concerns

HR personnel are committed to giving all employees the means to realize their full potential at Total.

Total has implemented various tools within each unit, such as:

Detailed job descriptions.

Succession plans for key positions. Systematic career interviews.
http://careers.total.com/front/en/web/guest/homehttp://www.hanploi.com/Hanploi/handicap-QUI-FR.htmhttp://www.hanploi.com/Hanploi/handicap-QUI-FR.htmhttp://careers.total.com/front/en/web/guest/home


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These policy tools enable them to:

Remain open to applicants from different backgrounds. Attract talented people from around the world. Construct diverse, motivating career paths. Offer attractive, fair compensation and working conditions.

Total strives to share strategy with all employees. By giving them a better understanding of the

challenges faced in HR policies, it strengthens their motivation.

Hiring, a Common Core of Values

Total policies ensure respect for the principles of objectivity, ethical behaviour and non-

discrimination in hiring process. HR teams are trained to observe these policies by:

Taking care to promote genderequality in hiring. Considering applications from older workers and people froma variety of backgrounds. Supportingdisabled employees in their professional development.

A Tangible commitment

Demonstrating strong commitment to equal opportunity, Total has signed a number of agreements,including the:

Charte de la diversit (2004). Europe-Wide Equal Opportunity Agreement (2005). Agreement to Promote Hiring of the Disabled (2006). Business Charter for Equal Opportunity in Education (2006) in France. French government-initiated Plan Espoir Banlieues to help underprivileged youth enter the job

market (2008).

Parental Rights Charter (2008).

Encouraging Employee Dialogue

Fostering employee relations is a cornerstone of Total's human resources policies. All over the world

Total is involved in creating forums for dialogue, such as the ones listed below.
http://total.com/en/careers/sharing-commitments/diversity-equal-opportunity/gender-equalityhttp://total.com/en/careers/sharing-commitments/diversity-equal-opportunity/employee-diversityhttp://total.com/en/careers/sharing-commitments/diversity-equal-opportunity/supporting-disabilitieshttp://www.total.com/MEDIAS/MEDIAS_INFOS/1833/EN/charte-diversite.pdfhttp://www.total.com/MEDIAS/MEDIAS_INFOS/1832/FR/Accord-Egalite-des-chances.pdfhttp://www.total.com/MEDIAS/MEDIAS_INFOS/1832/FR/Accord-Egalite-des-chances.pdfhttp://www.total.com/MEDIAS/MEDIAS_INFOS/1833/EN/charte-diversite.pdfhttp://total.com/en/careers/sharing-commitments/diversity-equal-opportunity/supporting-disabilitieshttp://total.com/en/careers/sharing-commitments/diversity-equal-opportunity/employee-diversityhttp://total.com/en/careers/sharing-commitments/diversity-equal-opportunity/gender-equality


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The European Works Council provides a structured forum for information, discussion and consensusbuilding. It can address any topic related to Totals strategy, competitive position and its social,

business and financial situation, as well as employment, transfers of operations and restructuring.

The European Social Platform was created under an agreement signed in 2004 to foster employeedialogue. Its responsibilities include promoting jobs and skills planning and verifying the

implementation of restructuring plans.

At Total E&P Cameroun, a Committee of Wise Men elected by all personnel regularly offers itsopinion on all issues impacting the affiliate.

Total E&P Indonsie provides the local labor union SPNTI with office space and equipment. Totalalso authorizes a monthly five-hour meeting during work hours.

In Nigeria, a Joint Consultative Committee addresses working conditions, safety problems and otheremployee welfare issues.

Employee dialogue also means listening to Totals employees. Every two years Total take their pulse

through the Total Survey, which measures their satisfaction and commitment and pinpoints ways

Total can improve.

ENGAGING WITH SOCIETY

Total is proactively engaged in improving access to the

working world, particularly by adhering to equal

opportunity charters and implementing partnerships with

the public sector and not-for-profit associations.

Since 2004, it has signed major agreements reflectingstrong commitment to diversity, equal opportunity andhiring people with disabilities and visible minorities.

Total put its commitments into practice through internal action plans involving Human ResourcesDepartment.

Commitments to Equal Opportunity

Total adhere to the principles of non-discrimination and equal opportunity in the recruitment process

and throughout its employees careers. These principles translate into ensuring workplace gender

equality, hiring people with disabilities and supporting young people from disadvantaged

backgrounds. To guarantee the diversity of its teams, it has made a firm commitment to:

combat all forms of discrimination; implement a pro-diversity human resources policy.


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Total is a signatory to:

The Diversity Charter (2004); The Business Charter for Equal Opportunity in Education (2006); The French government plan to help disadvantaged youth enter the job market (2008); The Parental Rights Charter; The Harki Jobs Plan Agreement (2008); The Employment Charter for People with Disabilities (2009).

Gender Equality:

Gender Equality- fairness to all genders is one of the core values in the human resource policies at

Total. They follow this principle in every walk of life. The following are the places where it is

demonstrated

1. Same salary for both men and women

2. Abilities are looked at, when promotions are considered

3. People with disabilities are considered for job.

4. Transparency is followed in the recruitment process. For example - Job openings are centralized

and accessible to all at a single site,careers.total.com.

5. 16% of the managers in Total are women. And they are planning to recruit/groom more female

managers.

There are numerous examples where the values are demonstrated. The following is one such example.

A female is recruited from Netherlands and she is paid an equal amount in compensation as her male

counterpart. When she performed well in the organization, she is given a promotion and the company

stood true to its core value when she returned from maternal leave- by giving her the same hike as her

counter parts.

Looking Ahead and Consolidating Commitments

Total regularly strengthen these agreements and continue working with employee stakeholders to

promote equal opportunity policy:

The Europe-Wide Equal Opportunity Agreement, signed in 2005, was expanded in 2010 to include anew agreement on workplace gender equality at Total S.A..

A framework agreement supports employment of the disabled. Total has signed seven successiveagreements with trade unions at Total over more than 20 years to foster hiring and training for

disabled workers, most recently in 2010.
http://careers.total.com/front/en/web/guest/homehttp://total.com/en/european-agreement-on-equal-opportunityhttp://total.com/en/european-agreement-on-equal-opportunityhttp://total.com/en/european-agreement-on-equal-opportunityhttp://total.com/en/european-agreement-on-equal-opportunityhttp://careers.total.com/front/en/web/guest/home


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PROGRAMS, RESOURCES AND METHODS FOR DISSEMINATING TotalsETHICS PROCESSTo publicize and share ethics process at Total, it deploys mutually reinforcing programs, resources

and methods, including intranet sites, Universit Total and a policy of listening and dialogue.

Informing, Educating and TrainingDedicated Intranet sites

Total relies for much of its communication on an internal network (Intranet) of several hundred

sites that can be accessed by nearly 70,000 of its employees.

Our Intranet is essentially organized into functional and professional discipline sites at the level of

holding company and businesses and into regional sites for decentralized units. Besides disseminating

information internally, Intranet sites also provide reference materials and serve as forums for

discussion and contact.

They are interconnected and cascade the common information outlined in internal information and

education programs. Many sites permanently host pages dedicated to ethics and its principles, as well

as direct links to theCode of Conduct.

The primary dedicated reference site is theEthics site.Besides providing access to different reference

documents and theEthics Committee, it has tabs for specific topics such as human rights and

integrity.

Other valuable resources include the Legal Affairs (free competition, integrity), Sustainable

Development and Environment, Human Resources (diversity, respect for employees, etc.), Industrial

Safety and Audit Departments Web sites. In addition, the Industrial Safety Web site provides

additional content on the"Voluntary Principles on Security and Human Rights" (VPSHR).

Mentoring at TotalOne of the issues often overlooked by an organization while looking at employee welfare is to help

them not only improve job relevant skills but also help in their development as individuals and as part

of their career.

This helps not only the individual, but also the company on the whole, as it reduces attrition rate by

encouraging retention and thereby reduces turnover costs. It not only enhances the employees

professional development but also helps improve company productivity on the whole. It also links

employees with valuable knowledge and information to other employees in need of the same.

At Total, mentoring new or recently moved recruits is a core part of its HR practices. With a focus on

improving diversity in the ranks by hiring professionals from various nationalities instead of hiring

just French nationals, the oil and gas major undertook several measures to ensure these employees felt

at ease in new working environments.
http://total.com/en/society-environment/ethics-values/process/code-of-conducthttp://total.com/en/site-intranet-ethique-vahttp://total.com/en/about-total/corporate-governance/our-general-management/ethics-committeehttp://total.com/en/society-environment/ethics-values/process/initiatives-partnershipshttp://total.com/en/society-environment/ethics-values/process/initiatives-partnershipshttp://total.com/en/about-total/corporate-governance/our-general-management/ethics-committeehttp://total.com/en/site-intranet-ethique-vahttp://total.com/en/society-environment/ethics-values/process/code-of-conduct


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Total follows the simple approach of using ones own experience to help others. This idea is

extremely helpful for a company with such international mobility as Total, with employees often

travelling across countries for work purposes.

The French company understood that when an employee moves to a new location, he can often need

time to settle in, as they adjust to new cultural differences, as well as having to build a new local

network from scratch.

If left on their own, this can lead to the person becoming unsettled and leaving for familiar locales, or

at the minimum, a loss of productivity, which is undesirable.

Total accomplish their mentoring program by linking up a foreign recruit with a local, who helps them

come to terms with the local culture, understand his way around the place, while helping the person

deal with any minor issue which is concerned with his adjustment to a location.

Not only that, it also helps the concerned person in his understanding of the professional environment

in which he is expected to work, and how they are supposed to go about with their job.

The companys mentoring process is not only about helping new employees settle in . It is also meant

to help improve the self-confidence and ability of those who work in the organization. The people

who are employed by the company are given all the tools and encouragement for self-improvement,

as long as they show the ability and motivation for the same.

Special focus is paid to improve the gender diversity in the organization by encouraging women to

apply for jobs which they are well qualified to attempt for, but were holding back due to a lack of

confidence. Mentoring thus, is a great way to improve diversity.

Thus the Oil and Gas Companysmentoring philosophy is guided by the idea of employees working

together and sharing as well as exchanging ideas that help improve their common knowledge and leadto overall development of the workforce.

With operations in over 130 countries, and across 500 professions, which has seen the hiring of, on an

average, around 10,000 new recruits annually, this mentoring program is central to Totals plan of

consistent growth.

EMPLOYEE SUPPORT

Ongoing training, accessible Human Resources personnel, job opportunities all of Totals

employees can leverage a range of tools and in-house contacts to build their own career paths at Total.

Its one-on-one career management enables each employee to develop a personalized career plan based

on their skills and needs.


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Each HR team includes personnel assigned to employee support. They use a variety of tools to helpemployees contact recruiters at each Total affiliate. Their goal is to help employees realize their full

potential by promoting skills development and transfers between business segments.

Employees Are the Chief Architects of Their Own Careers

Total aims to help each employee maintain the highest possible level of expertise by facilitating career

development and mobility. To do so, it relies on Human Resources personnel, who track and adviseemployees throughout their careers. Annual performance reviews offer employees an opportunity to

take stock of their career and the skills they have acquired, as well as to assess their career

development and training objectives in light of actual opportunities available at Total.

Internal Mobility for Career Advancement

Total encourages internal mobility, particularly for management positions, up to the highest levels.

Since 2008, its entire workforce has had access to all job opportunities available in each of its

affiliates. Using the JOB Posting intranet, employees can immediately submit an application for open

positions anywhere in the world, with the assurance that they will receive priority consideration.

Training, a Total Priority

Training plans are defined on the basis of individual employee needs. They may focus on:

Strengthening employees skills so that they can advance professionally. Helping employees acquire additional skills in order to take on new responsibilities or prepare for a

new career direction.

In 2011, 81.6% of its workforce took part in training programs, for total spending of 373 million.

Employees received an average of 5.8 days of training, representing 2.51% of hours worked

worldwide. In areas of strong growth Africa, Asia and the Middle East individual training

accounts for up to 13 days per year.

In addition, 54,957 learners have access to online training (e-learning).


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UNIVERSIT TOTAL, Total Corporate Responsibility

Universit Total was set up in 2005 to help sharpen Totals competitive edge. Distinguished

international experts from all backgrounds share their knowledge and experience with recently hired

young managers, managers and senior executives.

Three types of program are offered worldwide:

On-boarding seminars. Leadership development programs. Conferences that offer a platform for dialogue and engagement with outside perspectives on topics of

key importance for us.

Every year, 3,000 employees take part in training and seminars offered by Universit Total.

Special programs for Students

Total offers numerous internships, work-study contracts and Volunteer for International Experience

(VIE) co-op placements. These programs are targeted at post-secondary students from a wide range of

backgrounds.

Are you looking for an internship? Would you like to gain additional experience by joining itsworkforce through a VIE co-op placement? Are you looking to finance your education? Are youinterested in becoming a Total ambassador at your school? We have several different programsdesigned to meet your needs.

Short-Term Assignments and Hands-On Training: Discover Total from the Inside

Nearly 4,000 internships and 700 work-study contracts are offered each year across Total. These

programs provide students with an ideal opportunity to explore its activities and businesses.

Assignments are available in every professional discipline, at corporate headquarters and in refineries,

regional offices and affiliates in France and worldwide. They are open to applicants from any

background.


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The Total Summer School

Each year, nearly 100 students from around the world are invited to spend a week in Paris as part ofthe Total Summer School. Founded in 2006, the school offers an in-depth look at its activities andissues facing the energy industry. Studentstake part in lectures and discussions led by Total employees

and experts in the field. The Summer School also provides a unique opportunity to meet with itsrecruiters to talk about professional opportunities, careers and internships at Total.

For students, the Total Summer School provides a unique opportunity to talk with its experts and

executives. It offers a very rigorous workshop on energy for students with a strong interest in thefield. For us, its an excellentpre-hiring tool as well.

Volunteer for International Experience (VIE) Co-op Placements

Each year, about 120 young Europeans accept a VIE co-op placement in its affiliates worldwide. The

program is open to graduates from the European Economic Area with five years of post-secondary

education. They spend 12 to 24 months in business, with responsibilities covering the full spectrum of

its technical, commercial and support professional disciplines.

Formative and rewarding, VIE co-op placements offer an ideal opportunity to learn more about Total

and acquire initial international experience.

An additional 20 or so students are recruited each year to participate in the Volunteer for International

Science (VIS) program. The students take part in R&D projects in a variety of fields,

including geology, process engineering and chemistry. Their research is conducted in partnership with

Total laboratories and academic research laboratories around the world.

Total Student Ambassadors in School and Universities

Launched in 2009, the Ambassadors program now operates in over 100 major universities around the

world. The initiative gives students the opportunity to serve as its special representatives in their

institutions. Student ambassadors organize conferences and set up job fairs and tours of Total sites.

They are helped and supported by Total personnel who are alumni of the same institutions.

Student Scholarships

Total offersscholarships for engineering students in France:

IFP School in Rueil-Malmaison,the Masters program in natural gas at the Ecoledes Mines and the

Renewable Energy Science & Technology Masters Program, at ParisTech (Institute of Science and

Technology).

o Ecole Polytechnique engineering school in Palaiseau-Jouy. At several universities worldwide, including:
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o Imperial College London, England.o Heriot-Watt University, Edinburgh, Scotland.o Colorado School of Mines, Golden, Colorado, U.S.A.o Stanford University, California, U.S.A.

TEAM TOTAL: GRANTS FOR COMMUNITY PROJECTS

Each year, Total awards financial grants ranging from 500 to more than 6,000 for student-initiated

projects. Project proposals are divided into four categories:

o Sky: These grants are for projects related to photovoltaic solar energy in the developing world, suchas the construction of a solar unit in an isolated region or a solar-powered pumping station for a health

clinic. The projectshumanitarian dimension plays a decisive role in the selection process.

o Land: Each year, Total sponsors two teams taking part in the adventure race organized by the EcoleCentrale de Paris.Participants in this five-day wilderness sporting event travel by foot, mountain bike,

canoe and zip-line over a distance of 250 kilometers. (the 2013 race was held in the Eastern Pyrenees)

o Sea: The Group provides funding for two student crews taking part in the EDHEC Cup sailingrace sponsored by EDHEC business school, located in Lille in northern France. This top-level regatta,

brings together 3,000 students from around the world on more than 170 boats. It is a key event on the

international sailing calendar.

o Go For It: Open to all types of student proposals, this grant is awarded to projects in the fieldsof art, social sciences, sports, entrepreneurship, technology and humanitarian issues.

Students interested in applying for the grants must first complete an application at the Team Total

website. Grants are awarded by the Total selection committee. Visitors to the website are invited to

vote for the project they think should win; their views will be taken into consideration by the jury.

A COMMITMENT TO TREAT ALL ITS EMPLOYEES FAIRLY

Total ensures that all employees receive fair

compensation, benefits and savings plan packages

tailored to the local marketplace.
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Fair, Competitive Compensation

Like the rest of human resources policies, Totalsapproach to compensation aims both:

to keep it competitive in a specific market; and ensure fairness internally.

These principles are tailored to cultural factors, local legislation and the job market. In addition to

salary, employee compensation packages include bonuses based on:

personal performance; company-wide financial performance;

and other forms of compensation such as free shares and savings plans.

Generous Benefits for Everyone

At Total, equal opportunity also means generous benefits for everyone in the Group. All of its

employees have health and life insurance, regardless of the country in which they work, based on a

common core of principles and procedures. In 2010, 87% of its employees were entitled to generous

death benefits.

Employee Savings Plans and Pension Solutions Adapted to the LocalEnvironment

Totals current employee savings plans and pension solutions take into account a number of criteria,

including:

specific cultural factors; the social security system; Local regulations and practices.

Total strives to be pragmatic in selecting and implementing these benefits. its involvement varies from

providing information, for example, to covering administrative costs or matching employee

contributions.

Total also carry out capital increases. A new operation was completed in April 2013: nearly 28,000

subscribers working in 96 countries subscribed for a total amount of 242 million. Total employees

own 4.43% of the capital.

Compensation and BenefitsIn todays age of high attrition rate where employees jump companies at the slightest rise in pay

offered, the compensation and benefits being given to employees is perhaps one of the most important

aspects of human resource management practices at a company.


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Compensation is all about what an employee gets in return for all the work he puts in for his

employer, in a simple give-and-take relationship. However these days, people want something

extra to be motivated to work and thats where benefits come into the picture.

At Total, the HR team follows a very balanced approach regarding compensation and benefits, which

help lure those employees who have a long-term vision for their career and wish to prosper alongside

the company.

The Oil and Gas major do not really pay top of the scale in the industry, but have still found their

name on LinkedIns prestigious Top 30 most in-demand companies list. So how have they managed

it?

As can be seen from the graph above, employees seem to recognize the benefits involved with

working with Total. While the basic pay may not be the highest, compared to their competitors, Total

offers benefits which help people work without any tension regarding their future.

In short, employees are offered the chance to build an international career within the company

through their mentoring programs which helps in development of their work-force, while ensuring

that they have a healthy pay-off which shall take care of them after retirement.

Several other bonuses are put in place, like insurance, which not only covers the employee but also his

or her family, while workers can ask for a leave for family reasons, which are generally looked upon

favourably, and thus people can strive for a work-life balance.

Eventually, Total strives for a family like personal work atmosphere, which is a great bonus in its own

for the employees, who do not suffer from any sort of insecurity, leading to higher productivity and

low attrition rates.


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ENCOURAGING EMPLOYEE DIALOGUE

In Europe and most countries where it operates, Total

continuously strives to improve employee relations. It

also pays careful attention to corporate responsibility,

health and sustainable development issues.

New Project Implemented in 2013 to Measure Employee Engagement

Every two years for the past 12 years, employees have been asked to participate in the Total Survey, a

broad-based opinion poll designed to gauge their satisfaction, track trends and identify pathways to

improvement.

This year, the project has been completely revamped in a commitment to giving it new impetus. A

shorter, clearer questionnaire, more consistent and more aligned with employee concerns, has been

prepared to measure employee engagement levels. It will provide insight into the prevailing

workplace environment, gauge the degree and nature of employee sense of belonging, and measure

what people think about such issues as:

Line management Leadership Shared values Mutual support and cross-functionality Daring and innovation Efficiency and excellence Objectives and the annual performance interview Career management and training Acknowledgement and remuneration Working conditions Safety Sharing information

These issues will help identify the key drivers of engagement.

The findings will be used to develop a holistic vision of employee motivation factors, employee


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expectations, and the actions to be taken to strengthen engagement and cultivate excellence in

organization in a changing and competitive business environment.

The scope of the 2013 Total Survey was broadened by 9% compared with 2011, so as to include

smaller or recently integrated units. Close to 72,000 employees on 350 sites in 118 countries were

surveyed. In 2011, the response rate was 65% and the overall satisfaction rate stood at 80%. In

addition, seven out of ten employees considered that their work gave them a sense of personal

achievement.

This gives an overall holistic view of human resources practices at TOTAL which can be termed

and seen as a mark of reference for companies operating worldwide.

Report_Best Practices in Human resources_ TOTAL

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