SQORUS, winner of the ESN 2020 trophy in the Talent Management category, organized by Syntec Numérique

We are proud to have won the Talent Management prize at the ESN &ICT trophy, organized by the Syntec numériquefor the 2nd time. This award recognizes the initiatives implemented throughout this special year to support our 250 Talents: skills volunteering, training, crisis management: maintaining salaries and reinforcing local management…

Thank you all for supporting our candidacy for this trophy in the online voting.

” Thank you to our Managers, who contribute on a daily basis to Talent Management, rewarded today by this Syntec award. They embody our values of solidarity, diversity and commitment, encouraging each of our talents to embody them fully in turn, in the service of our customers, who can thus count on both the expertise and the commitment of our teams to bring their project to a successful conclusion. “comments Amadou NGOM, President of SQORUS.

A look back at our application and some of the actions carried out in 2019 – 2020 and presented at the “Talent Management Trophy”.

Our values of solidarity, diversity and commitment are at the heart of our operations and development.

To keep our values alive, particularly solidarity, and to compensate for the inactivity of certain employees on short-time working or inter-contractual contracts, in 2020 we took part in the “All confined, All committed” project through skills volunteering. ” Given the success of this initiative, and convinced that this type of action is in line with our DNA, we launched a pilot skills sponsorship program in September 2020. To date, 6 employees have been able to carry out volunteer or skills sponsorship assignments and 10 sustainable development objectives have been achieved. “says Sabine KHOURI-LAFARGE, HR Director at SQORUS.

Actions to keep in touch with our teams

We have strengthened our communication and proximity with our teams by organizing regular meetings with our managers and employees. We’ve reinvented events by offering them in virtual format: coffee roulette, breakfast with the Boss, Christmas parties, cooking workshops, or by offering our employees online courses in sports, self-massage or sophrology.

” We have been thinking about new formats and means of communication so that we can continue to communicate regularly with our employees via our intranet, by organizing “Telework Challenges”, virtual events or regular communications on company news (FlaS&H News) ,” adds Marie-Laure LEROY, Marketing and Communications Director at SQORUS.

In all, almost 500 e-meetings will be organized in 2020 to maintain the link with our employees. Our managers were also coached to help them unite despite the distance and maintain a good level of commitment.

Developing the skills of our talents: a priority

The excellence of our service levels has been made possible by our recruitment and skills development policies, which have turned our talents into experts, trained and certified in both our solutions and our business processes. We succeeded in training over 70 employees who were either on short-time working or on inter-contract through the FNE Formation lever set up by the government. We have also overhauled our training process to better meet our future challenges.

To enable everyone to grow professionally and also our organization to evolve, we continued our 2019 initiatives including:

• In-house training courses
• Individual coaching (based on the individual’s development needs)
• The creation of themed co-development groups
• The mentoring program

In 2020, we had the pleasure of recruiting and remote onboarding 31 new employees and confirming 4 of our interns/work-study students on permanent contracts.

Our employees are involved in the company’s development

To involve our employees in the company’s transformation, which is necessary in the current context, we have initiated the following actions:

• Close, participative management to bring out new initiatives such as improving our management of inter-contracts or our knowledge-sharing process via the “Learn and Share” project.
• Intrapreneurship or participation in cross-functional projects to meet corporate objectives.

These projects, which began in 2020, will continue in 2021 and will be expanded with new actions such as the introduction of a feedback culture or the implementation of a GPEC. To be continued!