Thierry Parmentier, group HR director, Technip speaks with SANGEETA YADAV about their hiring strategies and in-house training and retention model
What is Technip India Group all aboutIJ
Technip Group is a project management, engineering and construction firm with state–of–art technologies.The organisation has been serving the energy industry for more than 50 years. With a growing workforce of 40,000 people in 48 countries, Technip is headquartered in Paris and listed on Euronext Paris. Growing strong with 2,800 plus people in three operating centers in Noida, Mumbai and Chennai, Technip India has built itself a reputation as one-stop consultancy organisation committed to deliver challenging and exciting projects for the energy industry.
Tell us about the hiring strategiesIJ
It aims at providing talented personnel. Our USP is uniformity and standardisation of our policies, that is practiced across 48 countries. Therefore, our hiring strategy is no different for India or in western countries and Asia Pacific region.
We aim to attract, develop and retain talent to fulfill the majority of positions internally, up to the highest levels of management. We also support cross functional transfers. Besides social media, partnerships with technical schools and employee referral programme, we do participate in job fairs, conduct walk-in interviews at different cities.
What does career progression look like in the field of project management, engineering and constructionIJ
The career path of an individual is subject to their skill, ambition and interest. An engineer in the EPC sector may progress from holding technical roles, where they would be involved in the daily work of a project, to managerial and supervisory roles.
What are the key competencies needed in this fieldIJ
There are three aspects that we firmly believe in—mobility as a driver of motivation, gender diversity as competitive advantage and project management family. Through Technip university, we’ve launched a unique mix of competency, assessment, individual development planning and knowledge transfer programme, involving our most senior project management experts.
Tell us about the in-house programmesIJ
In order to fill the project leader pipeline, a dedicated programme of learning and career development for professionals in the project management job family is created. This Project leader Development Program (PlDP) has been designed for the career ambitious, self-motivated professional.
Internationally, we’ve common tools for the talent management and knowledge management known as Human Resources without Borders (HRWEB) programme to achieve standard, effective and transparent performance appraisal, goal setting processes for all employees across levels and countries.
How do you retain talented manpowerIJ
Our retention model emphasises on learning and development, job rotation, international exposure, employee friendly policies and work life balance. Technip India has employee friendly policies like overtime, international mobility allowance , new comer integration policy and anti-harassment policy to name a few. Engagement at workplace has been identified as a key factors to enhance the job satisfaction. There are annual days, birthday celebration, women day activities, etc.
Any tie-upsIJ
In France, Technip and its IFP school partner sponsored 17 students from Europe, Asia, latin America, Africa and the United States. In India, we are in discussion with leading engineering schools to introduce specific course, providing guest faculty etc. Technip India has also signed a contract for internship programme with Universities of Petroleum and Energy Studies.