Our Human Resources policy
Pro-active and committed HR policy
Our values and corporate culture could not exist without the men and women who work every day to help improve our professionalism and quality of service. This goes a long way to explaining the emphasis our company puts both on recruiting diverse talents and on internal training.
Dynamic career management
The priority for Societe Generale, and its Human Resources Department, is to develop its internal talent as effectively as possible.
We therefore have a very advanced career development system in place for our colleagues, to match the Group’s overall ambitions and expectations. Career management is a crucial element of our activity, for which responsibility is shared between all those involved: the employees themselves, line-managers and the Human Resources Department. The employee must be in a position to develop and adapt their skills as a function of their own expectations and the bank’s needs. The career development process can vary, depending on the individuals involved and the business line or entity, but is always based on some fundamental principles:
- annual review: a key meeting for discussion and sharing between the employee and their line manager;
- a joint discussion and evaluation system involving all the interested parties, to identify provisional aptitudes and inclinations through career interviews and career review boards.
A bespoke career
Our aim: to design career development paths that are accessible to all, while giving each individual the opportunity to capitalise on their own preferences and choices in terms of additional training and career direction.
How we achieve this:
• the geographic extent of our national network and the diversity of our business lines contribute to the breadth of our offer, providing mobility for our employees;
• a dynamic “Career Development” department, which is organised to best respond to your needs on a day to day basis.
An established training policy
Internal training is very important for Societe Generale, and several years ago the bank set up its own training and self-improvement department which is open to all staff. This is a crucial asset, which aims to optimise staff technical and interpersonal skills while enabling them to develop at the same rate as the bank’s business and the professional environment.
Social provision
Bank staff enjoy advantageous conditions in various areas.
Social provision:
- retirement is covered by Moroccan pension providers CNSS and CIMR,
- the Caisse Mutualiste Interprofessionnelle Marocaine covers illness, maternity, disability and death,
- a wide selection of insurance packages: hospitalisation, death and disability, accident at work and worldwide assistance.
Highly preferential conditions for loans, with very advantageous repayment rates and periods (vehicle purchase, property, etc)
Allowances (death, school fees) and bonuses (marriage, birth): social provision to make life easier.
Holiday centres for your vacations: Oualidia, Ifrane and Marrakech.
Year round:
- the Club House Dar Bouazza sports complex, with a range of sports facilities,
- the company restaurant.
