HR Culture

When joining CHRYSO France, you will be part of a team accountable for their own safety and the safety of their colleagues.
Each of us is responsible for his/her actions, while being autonomous and aiming to satisfy their clients, may they be internal or external.

The Human Resources culture at CHRYSO France

It is built around our people thanks to:
Our managerial structure guarantees a close dialogue.
The quality of our internal communication and social relations.

It relies on progress and performance with:
Some standards and objectives for individual and collective performance, regarding Health, Safety, Environmental and Economic performance for CHRYSO.
The keeping and development of Employability.

It ensures our joint Sustainability.

 

 

It is based and organised on three main pillars

Induction and mentoring:
When starting on a new position, each employee is presented with a detailed introduction to their responsibilities and a specific induction program.
This ensures each employee has a perfect understanding of the structure and of their contacts, as well as a progressive follow-up towards the necessary autonomy and versatility.

Strategic Workforce Planning (SWP)
Throughout their careers, employees benefit from information on their activities and profession. Once a year, they go over their career evolution wishes and training requirements with their manager.
This guarantees each employee with a good employability and gives them a chance of professional development in keeping with the evolution of CHRYSO’s occupations.

Management of performance
Each employee is involved in the achievement of the Group objectives, which are defined by the CHRYSO policy. Every year, all employees benefit from group objectives as well as from individual ones, whose achievement are evaluated by their respective managers.

This guarantees everyone with the implementation of a salary and a recognition policy, in which CHRYSO takes into account the efficiency showed in the position, as well as the achievement of personal objectives.

Our HR culture is defined by strong commitments

 

A firm commitment
In line with our Sustainable Development commitment to ensure that everyone is happy in their job, a number of initiatives have been put in place to enhance our human resources in a SME of 250 people.

Action plans: continuous follow-up
All of our managers are aware of the issue of diversity in the workplace (CHRYSO is a signatory of the Diversity Charter). Action plans on gender equality, cross-generational interactions, training, disability, apprenticeships, internships, etc., all form part of this.

Encouraging occupational integration for all profiles
Our site in Sermaises complies with the legal obligation regarding the employment of disabled people: some of our employees have disabled worker status, while we also take a number of actions relating to the protected employment sector. In addition, we provide work for a dozen mentally-handicapped people working in an ordinary environment.
CHRYSO is a member of the association “Nos Quartiers ont des Talents” (Our Districts are Talented) for the Centre-Val de Loire region. This organization helps young graduates from priority education zones in their first job search. We also work in partnership with the Local Mission to help young people in difficulty from the surrounding area find out what working at the company is like.
An overview of CHRYSO France Human Resources guidelines
  • With an average age of 41.5 years (excluding apprenticeships), all age groups are represented in the company.
  • Each year, we welcome a dozen trainees from different courses and of different levels through apprenticeship schemes.
  • In the past five years, CHRYSO has recorded no lost time accidents.
  • We are committed to hiring women and men in the proportions consistent with the original training courses that lead to our professions.
  • Every year, we allocate twice the legally-required amount to our training budget.
  • CHRYSO France is made up of 15% factory workers and office workers, 33% technicians, and over 50% engineers and executives.