Training: a priority of the company
Published on 3/8/2023
An ambitious training policy
SILAB devotes substantial material and human resources to professional training in order to make full use of and continually grow the expertise of its employees and respond to the challenges of the careers of tomorrow.
“Our heartfelt desire is to make training an essential pillar of our social policy. It is evident that this is strong asset for the company to enable it to remain at the cutting edge of the latest scientific discoveries, to incorporate new technologies and to increase our know-how. In addition, this policy of growing talents also enables the entire staff to continually enrich their experience and develop their skills.”
Hélène Plenert, HR development manager
Efficient management of talents
Professional/training interviews are organized every year between employees and their supervisors. The purposes of these personalized interviews are to guarantee the development of skills consistent with employees’ expectations and the permanent increase in the company’s level of expertise.
On average, a SILAB employee receives 24 hours of training per year. SILAB strategically anticipates job changes by its policy of forward planning of employment and skills.
The first PRO-A program was put in place in 2022 to enable a permanent contract employee to acquire a professional certification by work-linked training and to obtain a qualified position in the company.
We are also deeply committed to training the youngest to promote their occupational integration, in particular by opening our doors to interns or work-study students. At the end of December 2022, apprentices accounted for more than 5% of staff.
- 100% of employees undergo training at least once a year
High-tech material resources
Our staff benefits from an in-house training center that provides effective teaching tools and many locations dedicated to training: a 200-seat amphitheater, specialized laboratories, a computer room and rooms equipped for remote learning (self-training, webinars, etc.).
Cutting edge tools of the latest digital technologies extend in-person training: around 20 training modules have been adapted for digital learning or blended learning and LMS (Learning management system) and LCMS (Learning content management system) technologies, used to offer new learning methods by proposing an interactive and broad experience.
Mobilization of in-house trainers
In addition to training sessions given by external instances, more than 80 company experts in their field are involved in enriching the training portfolio and in conducting actions to help the company progress. At the present time, more than 160 in-house training modules are available for all specialties, either in-person or digitally.