Within the Renault automobile group, apprenticeship is a real challenge that allows us to support young people when acquiring their diplomas by offering them a first operational experience, but also to contributing to identifying possible recruitment pools.
Through its ‘Young Generation’ policy, the Renault Automobile Group contributes to the training of pupils and students with two strong and complementary orientations: to have the younger generations as professionals throughout their training course and to develop new knowledge in conjunction with training establishments.
More than 700 apprentices are recruited each year within the Renault SAS scope. In 2021, the company recruited more than 800 work-study students despite a difficult pandemic health context. It should be noted that in 2021, the rate of young women is slightly up, at 33%. The aim is both to maintain the core business lines of the automotive sector and to support the employability of young people in the areas where the company is based. “Renault is a historical partner of UTC with which we have had strong links for many years. We appreciate the quality training that this engineering school provides and that meets our business needs. We also appreciate the diversified profiles and the fact that the UTC students manage to integrate very quickly into the company world”, assures Yasmina Chibani, in charge of the College Relations within the French Human Resources Directorate (HRD) of Renault. And she adds: “Whether it is within the Renault Group or in another company, our apprentices are endowed with enriching and formative experiences in order to achieve good careers. They are better equipped because they know the world of industry, its developments and its challenges. Former apprentices in turn become ambassadors to testify about the benefits of choosing to follow an apprenticeship.”
Added-value of apprenticeship schemes for both student and company
For the student, apprenticeships are above all synonymous for personal autonomy. Apprentices are at the heart of the company’s activity, which allows them to put into practice what they learn in class to increase their skills more quickly. They learn to adapt to their work environment and to become a source of ideas to support their colleagues. Not forgetting the financial aspect, which is not insignificant as it offers them the possibility of both financing their course and meeting their personal living expenses. Hiring an apprentice has many advantages for the company too. It is an opportunity to train a young person in the company’s working methods and culture and, possibly, to have an employee who is immediately operational once the apprenticeship period is over. “And I would even add that the contractual relationship can lead to a first job. This increases the attractiveness and retention after the apprenticeship period. We set up induction sessions for our apprentices. This enables them to get to know the company better and therefore to integrate better. Being part of a team allows them to understand complex processes through the transmission of knowledge.”
Hands-on experience in the field
Apprenticeship allows students to take responsibility and to be confronted with the reality of the field. The apprentice is considered as a collaborator who carries out missions that contribute to the company’s performance. Apprenticeship masters have an essential role in supervising and supporting the apprentice and passing on knowledge. “Welcoming sandwich course students allows our businesses to respond to complex issues or subjects with a fresh perspective,” is the conclusion drawn by Renault, which donates its apprenticeship tax to around a hundred schools and associations each year. “The aim is to support the schools with which we are used to working in order to participate in their development, whether in the creation of new training courses or in their equipment”.