A seasoned HR professional, with over 25 years of experience in top HR management positions, 19 of which at Groupe Renault, Mariana Marin (Director Talent and Development ∣ GROUP RENAULT ROMANIA) was a speaker in the second panel at BR’s recent Working Romania HR Conference, where she talked about the efforts of her company to keep up with the latest trends of the HR world.
Investing in employee development, a long term strategy
“Renault has been in Romania for the past 21 years, but to focus on current times, the automotive industry was one of the hardest hit by the health crisis. All over the world, markets shrunk for all the auto brands. Recently, we have been hit by another crisis, that of electronic components which are critical in our activity. But despite all these crises, one of the most important investments of the moment, with a long term impact, is in my opinion the development of employees. We work in an industry in which the evolution of technology is very visible. If we consider the required skills in the auto sector, we can identify easily that IT competencies, software development, AI, data analysis, and others will become key for the auto industry over the next years.” Mariana Marin started her intervention during the event.
3 main directions for Renault’s learning strategy
From a training perspective, Renalut’s main concern was and still is to maintain a high level of interest for learning, said Mariana Marin. This required a quick adaptation, including in terms of strategy, but also accelerating the plans made in the past years. The learning strategy constructed by Renault for its employees led them to 3 main directions, according to the company’s Talent and Development Director:
- Making digital learning solutions available for our employees to access courses in safe conditions and at their own pace;
- A training portfolio focused on developing behavioral abilities in order to accelerate adaptability, communication, and collaboration within our teams;
- Accelerating the learning curve for our management teams.
A rich e-learning offer
“Like many other companies, in order to continue this learning process we created an important switch in delivering training courses, from classrooms to a virtual environment. We have a varied e-learning offer which the Renault Group made available for its employees since two years ago. This is a very good asset for us. We also moved many training courses online, including technical ones, and we plan to continue this hybrid way of learning in the future.” Says Mariana Marin. “To illustrate our company’s commitment to developing people over the past 20 years, I can say that we invested more than 9 million learning hours, which means an average of around 400,000 hours each year, for the formation of our employees.”
Adapting for the future workforce
“It’s very important, and necessary, to build for the future, to keep up with the latest technologies, and to adapt ourselves to the generations which will become the majority of the workforce in the future. Because if we look no further than 2025, 70-80 percent of the workforce will be represented by the Y and Z Generations. If we take a look at their characteristics, we see that their relationship with work is different than ours. They will search for jobs they enjoy, they want to learn continuously, they want to feel appreciated and see their work making a difference, they want to feel proud of what they create, and here lies the role of each company, and each manager, to understand and find ways to motivate them and keep them engaged.” Concluded Mariana Marin.