HR Culture

The Human Resources culture of CHRYSO Sri Lanka

Knowledge of individual situations.
Quality internal communication and social relations.

A perspective vision defining standards and collective and individual performance, in terms of health and safety, environment and economics.
Maintaining and developing employability.

Increasing the skills of our employees is at the heart of our concerns. Mobility is encouraged and the diversity of the company’s professions offers prospects for development.

Support in a function

Upon arrival in a new position, each employee benefits from a detailed presentation of their responsibilities, an integration process and mentoring.
This guarantees him knowing what CHRYSO expects of him, a good knowledge of the structure and its interlocutors, and progressive monitoring towards the required autonomy and versatility.

Forecast Management of Jobs and Skills (GPEC)

Throughout their career, each employee benefits from information on the development of their activity and their profession. He discusses his motivations, his development wishes and his training needs annually with his manager.
This guarantees that everyone maintains their employability and the possibility of professional development in line with the evolution of CHRYSO’s professions.

Performance management

Each employee is involved in the success of the company objectives defined by the CHRYSO policy. He benefits annually from collective and individual objectives whose achievement is appreciated by his manager.
This guarantees everyone the application of a CHRYSO remuneration and recognition policy taking into account efficiency in holding the position and achieving individualized objectives.

A constant commitment

Joining the company’s Sustainable Development commitment “To make everyone feel good at their work”, numerous actions are carried out to promote human wealth in an organization of 280 people.

Action plans: regular monitoring

Diversity and inclusion at work is a subject of awareness for our managers (CHRYSO is a signatory of the Diversity Charter). It is monitored through action plans on gender equality, intergenerational issues, training, disability, work-study programs, internships, etc.

The calculation of the professional equality index between women and men on 2022 data gives a score of 87 out of 100.

By type of indicators:

  • Pay gap between women and men: 37 points out of 40
  • Difference in rate of increases between women and men: 20 points out of 20
  • Promotion rate gap between women and men: 15 points out of 15
  • Percentage of employees increased in the year following their return from maternity leave: 15 points out of 15
  • Number of employees of the under-represented sex among the 10 highest paid: 0 points out of 10

Through our employees recognized as disabled workers and the actions we carry out with the protected sector, our Sermaises site respects the legal employment obligation.

CHRYSO is a partner of CLEE (Local Committees for Schools and Businesses), and monitors actions with local partners and institutions aimed at audiences from priority neighborhoods in the city of Pithiviers. An ongoing partnership with the Local Mission also makes it possible to introduce the company more widely to young people in difficulty in the local area.

Small HR photograph

 

  • With an average age of 42 years (excluding apprentices), all age groups are represented in the company.
  • Each year, we welcome between 15 and 20 work-study students from various courses and levels.
  • Our professional training budget is equal to 3% of the payroll each year.
  • CHRYSO France is 14% workers and employees, a third technicians, and more than 50% engineers and managers.
  • Employees recognized as disabled represent more than 3% of our direct workforce.