Our HR policy
Our commitments to Exalog's employees
Our aim is to create a company of employees who contribute to the smooth running and growth of the company and who value their missions and working conditions.
Our individual and collective goals
We are pursuing three individual and three collective goals.
Our HR policy is based on five key principles: recruitment, remuneration, training, working conditions, and listening.
One of Exalog’s values is transparency, which we also apply to the recruitment process. For example, our job advertisements describe in detail the expected tasks and working conditions for the position offered. We always give a clear salary range.
Applications are selected without discrimination, regardless of age, origin or gender. The candidate’s experience should not be a discriminating factor either. We consider that some less experienced candidates may perform better than others.
The different stages of the recruitment process include an interview with the future manager, the head of human resources, the president, and a job aptitude test.
The trial period is renewed systematically by default.
The individual compensation of employees depends on several factors:
- Company performance
- Position held
- Work performance, as measured by annual appraisals
- Initial training and diplomas
- Job market
- Equal pay for men and women
The remuneration of each employee is re-evaluated each year, following individual interviews, after consultation with the employee’s manager, the human resources manager, and the Executive Management. We consider that salary increases are a priority for employees, compared to other types of rewards, such as exceptional bonuses or other benefits.
We also distribute a Value-Sharing Bonus, which is the same for all employees and depends on the company’s performance.
Employees also receive Profit-Sharing Bonuses, calculated according to the company’s profit, and salaries received during the year corresponding to the profit.
Thanks to our Syntec collective agreement, employees also benefit from a Holiday Bonus, paid in June of each year, calculated on the basis of salaries received over the past year.
Training is one of the key stages in the integration process of an employee but also in the follow-up of their professional development.
It comes in 3 forms:
- Initial training: on arrival, the employee follows an induction course which includes a tour of the premises, a presentation of each department, the viewing of videos explaining the organization of the company and the various products, and then training dedicated to each product. The employee will also receive specific awareness training on computer security.
The employee is then trained by their manager on the specific tasks of their job.
- Periodic training: Each year the employee can express their wishes for training during the annual end-of-year interview and during their professional interview.
- Internal internships: We encourage each employee to take part in internal internships within the company to find out more about our business, particularly in positions that are representative of our business as a software publisher in SaaS mode.
Telework enables employees to avoid public transport, sometimes to better manage their personal life, especially in relation to their children, or to cope with exceptional personal circumstances, delivery expectations, etc.
We allow employees to telework two days a week, on Wednesdays and Fridays.
Internal activities and events
In order to promote communication and understanding between employees, we regularly organize internal activities and events.
The choice of activities focuses on group activities, encouraging communication between participants. Examples: team sports, communal games (escape games, treetop adventure courses, etc.), table football, pool, video games, etc.
Internal events are regularly organized, within or outside the premises, in order to bring together employees from all departments and thus encourage informal exchanges. Examples: King’s cake, annual party, Christmas buffet, boat cruise, etc.
It is important to always listen to employees, their expectations, and their difficulties, both in their work and in their personal lives. To this end, we offer several points of contact for employees: the employee’s manager, the Human Resources department, the Social and Economic Committee (elected staff representatives), and the President.
Any employee can leave an anonymous message or a specific letter in the letterbox provided for this purpose, located near the Human Resources office.
Formal interviews are held to actively listen to employees.
- Annual interviews: Each year, individual annual interviews are held between employees and their line managers. This interview enables an assessment to be made of the past year, to discuss any difficulties or satisfactions encountered, and enables the employee to express his or her requests in terms of pay, development, or training.
- Professional interviews: Every two years, each employee meets with the Human Resources Manager in order to discuss their development and training wishes and professional situation. It also enables us to ensure that the employee talks to someone outside their department, which is therefore another listening point.
Do you want to join Exalog?
Apply now for the available job offers or send us your application.