On-the-job training at Servair

Provisional skills management, integration of youngsters into the company and skills transmission, Servair has put in place a highly dynamic policy to develop apprenticeship at each of its centers and within each of its activities.

Promote diversity and safeguard equal opportunity

The use of block release practices helps maintain a balance between men and women, job lines, education and job levels, and types of contracts: apprenticeship or professionalization. Long-term contracts are preferred, so as to encourage trainee loyalty and facilitate guidance by managers. And block release also makes up a recruitment channel for workers in situations of disability.

 

The HR function as coordinator

The human resources department assists centers and functional services to define needs and provides them with centralized means and tools necessary for recruitment, for training and for supervision. It develops partnerships with training institutions and keeps a list of referenced schools, by line of work, and from which recruitment gets the priority. This procedure facilitates the search for interns, but also the development of specific training programs based on Servair’s needs. Lastly, the department attends shows and forums on apprenticeships, and organizes with Servair Formation training actions for tutors and internship instructors.
 

Servair maintains a policy of integrating young people by reserving for them a notable place in the company through the use of work-study contracts, integration contracts and internships, as well as hiring them at a youth integration rate of 4%.