Capgemini Handbook 1

Transcription

1 Capgemini Handbook 1

2 Table of Contents Capgemini Poland... 3 About Capgemini... 3 Career in Capgemini... 4 Recruitment Guideline... 5 Why Capgemini

3 Capgemini Poland About Capgemini Capgemini is one of the world s foremost providers of Consulting, Technology and Outsourcing services, enables its clients to transform and perform through technologies. Present in more than 40 countries, Capgemini employs 110,000 people worldwide. The Polish division of Capgemini employs more than 4,000 people in Krakow, Katowice, Warsaw and Wroclaw, and is growing fast. Our Divisions in Krakow and Katowice Business Process Outsourcing (BPO) is one of the first and the biggest outsourcing centers in Poland providing services in 28 different languages in the areas of: finance, accounting, banking, procurement, HR outsourcing, supply chain management, customer interaction management, management assurance and knowledge process outsourcing. BPO employs over 2200 specialists in its offices located in Krakow and Katowice. Infrastructure Outsourcing Services (IOS) is one the biggest outsourcing service providers in Poland. IOS has achieved great success and grown rapidly since the establishment of our first service center in Krakow six years ago. In 2006, we opened a second center in Katowice. Today, our team of 1,400 professionals delivers IT outsourcing services to 40 clients in 16 languages. 3

4 Career in Capgemini Capgemini offers you the opportunity to exploit the knowledge and experience which have been accumulated for many years and to gain exposure to a multicultural environment of an organisation with a staff strength of over 110,000 people working in 40 countries. You can join the Capgemini community distinguished by an open culture where professionalism, innovation and mutual trust are highly respected values. Who do we need? We are looking for experienced specialists, graduates of universities and colleges and university and secondary school students who can speak at least one European language fluently. What do we expect from candidates? 4

5 Recruitment guideline Our recruitment process runs all year round. It consists of several phases: 1. Filling in online application at or sending it to: (BPO department) or (IOS department) 2. Telephone interview with the person from the Recruitment Department 3. Merit-based interview with the Team Leader On-line application If you are interested in joining the BPO or IOS Centre, please look at the available positions posted on our website and submit on-line application or send your application to: or Your CV should include the following information: education, professional experience (responsibilities and duties commensurate with the post) training courses and programmes knowledge of foreign languages skills relevant to the post you are applying for interests. Principles to creating a good CV: Remember to attach the following clause to your documents: "I hereby consent to having my personal data processed by Capgemini Polska Sp. z o.o., with the registered office at Al. Jana Pawła II 12 in Warsaw, Poland as required by the recruitment process, in accordance with the provisions of the Law on Personal Data Protection, dated 29 August 1997 (Journal of Laws of 2002 No. 101, item 926, as amended). I am aware of the right to review my personal data and correct it". Chronological format Proofread for spelling mistakes Be concise Make your CV simple and readble Make it clear and neat Include your address Hierarchy 5

6 Interview with the person from the Recruitment Department An interview with the person from the Recruitment Department will last about 20 minutes. It will be conducted partly in English. The interview will be centered on the information contained in your CV. The interviewer will want to get an insight into your motivation, interpersonal skills and what you expect of your future job. You will have the chance to ask us some questions of your own. Interview with the Team Leader The next stage of the recruitment process is interview with the Team Leader or Manager. It will last about minutes. The interviewer's task will be to assess your competencies, expertise and skills necessary for the role you are applying for. You will be asked to solve a brief case study. Your knowledge of foreign languages mentioned in your CV will be tested as well. In case of IOS application the interview will also test your basic knowledge of computer operation. The test is in a foreign language and it is composed of several parts. Questions will cover Windows, Outlook, Excel, etc. You will also obtain further details of the position you are applying for. 6

7 Why Capgemini? Why people are our central focus? Being a service provider, we realize how important it is to invest in the development of our employees. We believe this investment is beneficial to both us, as the employer, and our employees. What we offer to our employees: A comprehensive package of training courses Our system of training courses and professional development activities covers two key areas: introductory training courses for new employees and development training courses for those of our staff who are already adapted to their work environment. The package of introductory training courses was established with a view to providing smoothly-running, efficient and fast adaption to a new work environment. During the first days on the job, new employees take part in a series of presentations, workshops and training sessions, which are designed in such a way as to provide the new staff with ample information about our company's operations in Poland and worldwide. All employees are required to understand the Code of Business Ethics as well as their rights and duties arising from joining the Capgemini team. They also receive more in-depth knowledge about client service standards applied in multicultural environments. The next stage of education received by new employees is on-the-job training where employees learn their responsibilities involved in the new job. They also find out about the work process in which they will be involved, IT applications, standards and procedures adhered to while working in the given department. There is more to Capgemini training courses than just introductory guidance. A further training strategy depends on the planned development path for each and every employee, which is part of the employee assessment and development management process. Each employee has individual business and development objectives, while courses are selected in such a way as to support the accomplishment of these goals. 7

8 Development training courses held by our company cover the so-called soft skills, such as advanced client service, task management, communication, motivation, conflict solving, selfpresentation skills as well as self-assertion, stress management training and many more. We also hold technical courses on Microsoft Office 2007 and, additionally, an internal preparation course for ITIl V3 Foundation certification examination (in IOS). In addition, our company co-funds specialist certification courses enhancing our employees' qualifications. Our offer of training courses for managers and team leaders includes a comprehensive programme for the development of skills of IT services management (ITIL), ACCA (in BPO) team management skills (internal courses, HR procedures, Labour Law and employee assessment) and the six-day Leader Academy programme. We offer both traditional training courses conducted by a trainer and e-learning programmes. Our employees can choose from several thousand training courses available online. The e-learning portal also features a wide and ever expanding library of business textbooks and publications authored by writers from around the worlds. Noteworthy is the fact that the portal can be accessed from home. A defined development path There is a clearly defined development path in our company. Employees are offered opportunities not only for vertical promotion; they can also transfer to a new department and gain experience in other interesting business areas. An employee and their immediate supervisor jointly produce personal professional development plans. These plans outline both business objectives and measures for the development of employee competencies supporting the implementation of assignments in any given year. Grants for students Capgemini appreciates our employees' willingness to further education, develop skills and gain new professional qualifications. Hence we support individual initiative of our employees and encourage employee professional development through funding studies in areas relevant to the current or future roles. 8

9 Interacting in a foreign language on a daily basis Our employees apply their practical knowledge of foreign languages in everyday contacts with our international clients. Not only do they use the most common languages spoken in the European Union English, French, German, Spanish and Italian but they also converse in less widespread tongues such as Dutch, Swedish, Finnish or Norwegian. We encourage our employees to develop their foreign language skills through both internal language courses (employees teach each other) and through a system of subsidies for foreign language education. Working in an international environment and an opportunity for international travel We work in an international environment which supports ongoing development and improvement of qualifications. Our employees work with international clients and share experience and knowledge with people from all around the world. Those interested in acquiring work experience overseas can go abroad within the company structure or continue their project in another country. It is a great opportunity to enhance competencies in knowledge acquisition and sharing and project management skills. It is also a good way to gain valuable professional experience. Employment contract Many employees expect to have an employment contract of indefinite duration with their employer. We do our best to meet these expectations. 9

10 An extensive package of social benefits In addition to base pay, we offer supplementary life insurance and private health care to employees and their families as part of employment with our company. Following the adage 'a sound mind in a sound body', we enable our employees to engage in various forms of physical activity. The Multisport Card which our employees can use gives access to over 2,750 sports facilities. This year we have expanded the range of our training courses by launching Capgemini Wellness where we promote a healthy lifestyle. We truly care about the comprehensive development of our employees, so we encourage them to pursue their passions in their free time as well. We firmly stand behind our motto 'Global citizen by day. After hours? Up to you!', offering them vouchers for recreational activities, including cinema or theatre tickets. We truly care about the comprehensive development of our employees, so we encourage them to pursue their passions in their free time as well. We firmly stand behind our motto 'Global citizen by day. After hours? Up to you!', offering them vouchers for recreational activities, including cinema or theatre tickets. We hold employee integration events, as a reward for outstanding performance and top-quality services delivered by our employees. We also hold football tournaments and photography competitions. As part of the BPO Ovations reward scheme, we recognise innovative thinking and solutions developed by our employees. We also highly value individual contribution to team effort and commitment to excellence in delivering exemplary standards of customer service. Employment with a socially responsible organisation Capgemini's commitment to corporate social responsibility is grounded in the corporate culture and values our employees adhere to in everyday work, whether based in Poland, France or in India. In 2004, Capgemini signed the United Nations Global Compact. By participating in the initiative, we are committed to promoting and implementing ten principles covering the areas of human rights, labour standards, environmental protection and anti-corruption. BPO devotes the bulk of its outward efforts to cooperation with the U Siemachy Association. 'U Siemachy' is a public benefit organisation dedicated to helping children and youth. We also hold blood donation events under the auspices of the European Blood Donor Foundation. We support children's homes and engage in sponsor-funded projects (e.g. exhibition of Elżbieta Dzikowska's photography entitled "the World's Smile". Capgemini organises internship and placement schemes for students. We also co-sponsor, annually, Juwenalia, students' holiday event in Kraków. 10

11 Furthermore, the company is committed to supporting pro-environmental initiatives. Its efforts in Krakow in this area are best exemplified by the Green Policy scheme promoting the segregation of waste materials and reduction in the consumption of such key resources as water, electricity and paper. Employment with a company whose efforts have been recognised on many occasions We are happy to share with you the news that Capgemini Polska was recently awarded for its achievements as a good employer. We won the title of the Reliable Employer The contest's organizer, the editor of the Rzecz o Biznesie (On Business) supplement to the Rzeczpospolita daily, recognised our HR policies, including employee development support and incentive schemes. Over 2,000 companies enrolled the contest. We also won the title of the Good Business 2010 as part of a programme held under the auspices of the Institute of Philosophy and Sociology of the Polish Academy of Sciences and the editorial team of the Forum Biznesu (Business Forum) supplement. The contest's organisers awarded us the title of the Leader in Corporate Social Responsibility in recognition of social commitment of our employees. Furthermore, in April 2011, Capgemini was listed in the Ranking of Socially Responsible Companies 2011, which is an elite group of businesses whose activities are guided by CSR principles. Our presence in the ranking proves that we were ready to stand up and have our management and leadership policies, relations with partners and social commitment programmes reviewed by an external party. We received the highest score for socially responsible management and social commitment. People matter, results count 11