Has it been a challenge to manage the Group’s employees during the Covid-19 crisis?
Thierry Parmentier – Of course, this pandemic has been a difficult time for all businesses, us included. We have all had to deal with a new situation. Our employees have adapted very well around the world, working from home or continuing to work in our plants, with very strict health and safety conditions. I would like to thank all the Group’s teams who have worked so hard to put in place plans to enable us to continue operating, ensure our sites are safe and fulfill strategic production. They have been professional, dedicated and efficient throughout. I know that we will come out of this period different, stronger, even closer, and ready to bounce back!
You joined Arkema in June 2019. What is your main observation as head of Human Resources?
T. P. – What Arkema has achieved since it was founded is exceptional. In barely 15 years, its directors have shown their extraordinary ability to structure and develop a Group of more than 20,000 people, considered one of the global leaders in its field today. Everywhere, you sense pride in belonging to Arkema. Since my appointment, I have visited some 30 Group sites around the world, and have seen strong commitment. Arkema has a low staff turnover rate, less than 5%, which shows how well it retains its employees. The 2019 survey found that most of them feel good with the Group. The response and satisfaction rates were remarkable, well above what is often seen with these questionnaires. Other indicators confirm these results. For example, we are among the top 20 in the 500 large companies that are best rated by their employees (see p.73)! This is a good sign of employee satisfaction.
How are you approaching your new role?
T. P. – I feel I have both inherited the legacy of an exceptional performance and have a responsibility to help the Group continue to adapt to the key issues of the future. Arkema is moving towards €10 billion in revenue, and has leading positions (ranked between first and third) in all its markets. This is a powerful argument for people who are attracted to good businesses, but it is not enough. In terms of human resources, we will soon be facing a different demographic distribution. The big age categories of the baby boomers will soon be gone. At the same time, there will be much less talent on the market. We will have to fight globally to find the best resources in all business lines. Arkema needs to be one of the most attractive companies.
Arkema has a low staff turnover rate, less than 5%, which shows how well the Group retains its employees.
How can we ensure it remains attractive?
T. P. – We must continue to develop our talent. This is crucial to ensure that those with the best qualities and motivation reach the top. The recent appointment of three of our directors1 to the Executive Committee is a good sign. This is the first time since 2011 that managers have been promoted internally to the Executive Committee. I am a big fan of meritocracy, but it is not enough to promote our own talent. We must also be able to offer jobs and career paths, opportunities to work abroad, and a working environment that attracts people from outside the Group.
Is it essential to have quality of life in the workplace?
T. P. – It is fundamental. A company that is not in step with this will not be desirable. If we want to attract the new generations in this global battle for skills and talent, we must meet their needs. This is what we are doing proactively (see p.76 and 77).
Can digital help with this?
T. P. – Digital is an essential tool. It gives us global control of human resources in real time, allows us to standardize the most efficient HR management processes, gives us a better knowledge of our international teams and their needs, and so on. More specifically, in terms of development, we want to offer our employees greater opportunities for online learning, which is the best alternative to traditional residential training. Digital is also a means of instantly sharing information and collaborating. We are in the process of setting up a professional internal social network, like LinkedIn, which will cover all our employees around the world.
All the same, is the chemicals industry attractive enough?
T. P. – It is up to us to explain what our business activities involve, to emphasize that the chemicals industry is a sector with strong economic growth, which is also helping to overcome the big environmental challenges. Furthermore, Arkema is active in specialty chemicals and advanced materials, where there is constant innovation to find the most sustainable solutions for the planet. We can be proud of this.
1. Marie-Pierre Chevallier, Richard Jenkins and Erwoan Pezron