hr best practices_ total


2/20

Company Overview

French multinational upstream integrated oil and gas company and one of

the six "Supermajor" oil companies with operations in 130+countriesworldwide

Ranked amongst the Top 10 FORTUNE Global 500 Companies 2013

Founded in 1924as Compagnie Franaise des Ptroles(CFP)Later acquired and took over Petrofina (Belgium) and Elf Aquitaine

(France) to finally re-brand as TOTALin 2003.

Headquartered at Courbevoie (La Dfense), Paris

Employees - 97,126 (2013) | Total revenues - USD 234.5 billion(2013)

Business Segments

Oil and Gas Exploration and Production, Refining and Chemicals, Natural

gas/LNG trading and shipping, Oil refining, Petrochemicals, Renewable and

Nuclear Power
http://en.wikipedia.org/wiki/Hydrocarbon_explorationhttp://en.wikipedia.org/wiki/Hydrocarbon_explorationhttp://en.wikipedia.org/wiki/Hydrocarbon_exploration


3/20

HUMAN RESOURCES THE VISION

DESIGNED TO DELIVER THE RESOURCES NEEDED TO MANAGE

INCREASINGLY COMPLEX PROJECTS

Profound changes in the energy industry affect TOTALs human resources

needs. Major challenges met by planning ahead and presenting a strategic vision

to the employees through Universit Total, the corporate university.

Supporting EmployeesListen to and dialoguewith all employees which includes a worldwide

onboarding seminar; an annual performance review; a second interview with a

member of the HR team every three years on average.

Contributing to Development in Our Host CountriesHiringlocal professionals and developing their skills

Anticipating Needed Skills in Fast Growing regions


4/20

HUMAN RESOURCES AT TOTAL:

DIVERSITY AND OPENNESS

To promote the professional growth and development of all our employees,TOTALsHuman resources are built on four cornerstones

DIVERSITYof backgrounds, education and culture, a genuine source ofenrichment that helps us compare viewpoints to better predict trends and

changes in a globalized world

MOBILITY, so that employees can transfer to new jobs, segments orcountries and achieve their personal career goals

FAIRNESSgrounded in individually determined compensation, outstandingemployee benefits and a progressive policyto promote employee share

ownership

ACCOUNTABILITY & RESPONSIBILITY through daily actions around the

world,an unflagging focus on ethics, safety and sustainable development


5/20

Key Employment Figures

Women make up 23.5% of the

Manager workforce and account for

27% of the Manager hires


6/20

Recruitment Figures

TOTAL featured among the Top 30

Linkedin MOST inDEMAND

Employers 2013


7/20

More Figures & Facts

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


8/20

The TOTAL Attitude

ListeningPerformance is intrinsically related to

listening, paying attention to others

Mutual Support

Development of local economies in hostcountries, team spiritexpressed every day

Cross-FunctionalityPooling of resources and skills to provide an

integrated, end-to-end offering

BoldnessDare to suggest, invent and act,able to

break the mould andthink outside the box

TOTAL Vector" Logo and Fortune

colours


9/20

HR Policy

For new recruits

Job policy and descriptions

Volunteer International

Experience (VIE) Programme

FIRST EXPERIENCE


10/20

HR Policy

The hiring policy

Employment for long term

association

Induction programme -

Trainings, seminars and

workshops offered

RECRUITMENT PROCESS


11/20

HR Policy

Total's activities involve more than

500 technical, commercial and

support professional disciplines

across the oil and gas chain

Opportunity to change jobs every 3

to 6 years

DIVERSITY OF PROFESSIONS


12/20

HR Policy

Same salary for similar positions

Abilities given importance over

gender and age during promotions

People with disabilities are given

consideration ; 1.9% of total number

of employees

Encouraged gender diversity in the

work place

16% of the managers in the company

are females

GENDER EQUALITY


13/20

HR Policy

Creating individual

development plans

Defining your own careergoals

Developing skills and

competencies

Internaljob postings

CAREER MANAGEMENT


14/20

HR Policy

More autonomy, more

responsibilities

Interculturalprogrammes to discover

traditions and work ethics

Foreign co-workers

integration programmes

INTERNATIONAL MOBILITY


15/20

HR Policy

Using ones own experiences

to help others grow

Adjusting to new culturaldifferences

Building a new local

network

Encouraging women to take

up higher jobs

MENTORING


16/20

HR Policy

Exposure to TOTAL

Management Programme; a

training that lasts throughout

the employees career

Technical Trainings

Personal development

Intercultural programmes

TRAINING


17/20

HR Policy

Fair, Competitive compensationto keep the firmcompetitive in a specific

market; and to ensurefairness internally

Generous Benefits for Employees

Employee Savings Plans and

pension solutions adapted to local

environment ; specific cultural factors;the social security system and localregulations/practices

COMPENSATION AND BENEFITS

TOTAL offer


18/20

HR POLICIES THAT PROMOTE EMPLOYEE

FULFILLMENT

To ensure TOTALs growth and long-term viability, it is critical that the core

values are shared by all the employees. The ethical principles and

cornerstone behaviours have therefore been set out in the Total Code of

Conduct and the Total Attitude.

In a company like Total, where diversity is encouraged and nurtured, everyones

actions must be informed first and foremost by respect for others.


19/20

EMPLOYEE ENGAGEMENT

ENCOURAGING EMPLOYEE DIALOGUE

In Europe and most countries where they operate, TOTAL continuously strives

to improve employee relations. They also pay careful attention to corporate

responsibility, health and sustainable development issues.

TOTAL EMPLOYEES ARE THE ARCHITECTS OF THEIR CAREERS

TOTALs HR policies give everyone a chance to develop their careers in line

with their skills and aspirations, through specific programs for students andin-house support for employees.

From training programs to transfers between business segments, career

changes to geographic mobility, employee professional development reflects

the choices you make at TOTAL.


20/20

COMMITMENT TO EMPLOYEES & COMMUNITIES

TOTALS INVOLVEMENT IN CIVIL SOCIETY THROUGH COMMUNITY INITIATIVES

TOTALcontributes to the socioeconomic development of local communities in

all the countries where it operates. It is particularly active in the areas ofeducation and training, public health and local economic development.

hr best practices_ total

Documents