Predica’s Human Resources policy centres on treating each employee as an individual. Integration, training, management and career development all help employees to meet the company’s expectations and develop their careers.

Some 85% of Predica’s employees are highly experienced managerial staff. These skills and expertise are based on high qualifications, continuously enhanced thanks to a dynamic and generous training policy. This combination results in a professional approach as well as a sense of responsibility and customer service.

Predica pays special attention to day-to-day management, ensuring that local managers receive comprehensive training and guaranteeing total transparency with respect to the provision of information.

Communication and dialogue are also essential factors for ensuring solidarity within the company.

Creating sustainable, competitive, high-quality products and providing the networks with proactive support are just two of our development goals, perfectly compatible with our performance and results-focused culture. This culture inspires the continuous pursuit of growth by seeking out new markets and new distribution methods.

Predica is a firm of experts that takes on highly-qualified candidates with proven technical skills: most of our staff have spent five years at university. In addition to relevant professional skills, candidates that demonstrate commitment, personal skills and management capabilities are sought.

Predica actively promotes internal mobility, the key to a rewarding career at Crédit Agricole. It also uses external recruitment firms to fill posts. Vacant positions are advertised on generalist or specialist websites. Predica uses external recruitment firms for very unusual candidate profiles or very specific skills that require a direct approach.

New employees are given particular attention when they join the company. Predica has implemented an induction procedure consisting of a meeting with the employee’s manager, the human resources manager and Senior Management. For the company’s employees, emphasis is also placed on HR monitoring. In addition to annual review meetings, career committee meetings are held every year and followed up on by the HR managers during interviews set up at the request of the employee, his or her manager, or HR.

These measures are backed up by subsequent career interviews in order to ensure the successful professional development of our employees within the company.

Predica has a proactive training strategy designed to meet the real needs of employees and their organisations. It fosters skills acquisition and prepares all employees for changes in the bancassurance industry. Approximately 85% of employees attend at least one training course each year.

Pursuing a career within the company, the Crédit Agricole Assurances group or the Crédit Agricole Group is facilitated by the numerous career paths between the banking and insurance businesses, in particular with regard to support and cross-disciplinary functions.

Out employees’ skills are sought after, both within the Crédit Agricole Assurances group and the Crédit Agricole Group. Predica genuinely seeks to enhance its employees’ employability. Between 30% and 40% of the vacancies we advertise are filled internally and each year 33% of employees who leave Predica pursue their careers at other Crédit Agricole Group entities.