Talents

Integration process

To integrate the Comexposium group it is to join one of the world leaders of the events organization involved in more than 170 events BtoC and BtoB.

A pre-planned and scheduled integration pathway

1| Meetings with:
The HR Dept., your division management, and the web team. You are invited to the welcome breakfast, organised regularly throughout the year.
You have meetings with the Administrative and Finance Department, Legal Department, IT Unit, your division’s marketing teams, and the Development Unit.

2| Training tailored to your job (professional tools, security and prevention, cross-functional software).

3| Trade fair assembly visits, and visits to Comexposium trade fairs.

Personalised monitoring of integration

End-of-trial-period report (permanent staff): Towards the end of the trial period, employees meet with their managers to discuss how they have settled in, the tasks carried out, and the working atmosphere.

End-of-assignment report (temporary staff): At the end of the assignment, employees meet with their managers to review their assignment and get feedback on their performance, and with a representative from Human Resources to discuss the possibility of future collaboration.

End-of-training assessment: once training is complete, trainees meet with their tutors to review their training, their assignments, and the skills they have acquired. The trainee must also feed back to HR on the training by email or, if preferred, in a meeting.

Happy Trainees 

Comexposium won second place in the category for companies offering 20 to 99 traineeships per year in 2015-16.
Created in 2012, HappyTrainees is the first participatory employer award. It rewards excellence in welcoming and supporting trainees and sandwich students. Based entirely on the students’ opinions, the HappyTrainees approach is 100% open, 100% digital and 100% authentic.

Read the complete article here.

Personalised career management

Skills development, talent management

Employees use an online platform to compile their training needs and request training from the training catalogue to build their own personalised training plan.

Managers have an overall view of the talent, and can optimise procedures for evaluation and for identifying requirements. They can also suggest training to develop employees’ skills.

Development

  • Offers posted internally
  • Mobility process (national and international)
  • Annual appraisal interviews (E.A.E.)
  • 360° Management Progress
  • Cross-functional/project-based appraisals