A subsidiary of the Intersport group, Manufacture Française du Cycle employs 450 people and produces a wide range of bicycles and bicycle parts. With several workshops and construction sites, the HR team faces the development challenges of an industrial company.
With France's recent enthusiasm for bicycles, the company was faced in 2021 with an acceleration of its production rates, a need to diversify lines due to the introduction of new models to be produced, as well as the need to recruit quickly.
For Céline Jegou, the new HR Director who had previously worked for Saint Gobain, the challenge was to structure and digitalize the HR department so that it could support and facilitate the company's development. The Empowill solution, quick to set up and easy to use, was a natural choice.
The challenges facing Manufacture Française du Cycle
1. Rapid deployment of the new tool
Once the decision had been taken to acquire an HR tool for the next annual appraisal campaign, it was necessary to find a player capable of rapid deployment, as less than 6 weeks would elapse between the signing of the contract and the launch of the next annual appraisal campaign.
Within this timeframe, it was necessary to rework and digitize a large amount of data: skills repository, interview templates, target histories, etc., so that the campaign could be integrated into existing processes and adopted in the field.
2. Improving regulatory monitoring
In parallel with this first annual appraisal campaign, the HR team wanted to monitor compliance issues more effectively. This involved, for example, improving the monitoring of authorizations, certifications and, more generally, all mandatory regulatory interviews (6-year review, professional interview, etc.).
The aim was also to simplify relations with certifying bodies (in connection with quality labels), as well as with staff representative bodies and employee organizations, which are concerned about employee follow-up.
Current tracking was carried out exclusively in Excel, which meant working with colossal files that were complicated to maintain, prone to errors and tedious to upgrade.
3. Improving skills management
To keep pace with the increase in production rates, the diversification linked to the new references to be produced, and to anticipate recruitment needs, the HR department at Manufacture Française du Cycle wanted to put in place a major skills development program.
A skills repository existed prior to the implementation of Empowill, but it was scattered across the company's various departments, and included almost 900 different skills and know-how. The challenge for Manufacture Française du Cycle was therefore to centralize its skills repository so as to generalize its use throughout the company, and thus be able to map skills harmoniously, anticipate needs, manage mobility, refine recruitment requirements, etc.
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MFDC adopts Empowill to support the development of its production facilities
After a first year of use, Manufacture Française du Cycle has renewed its confidence in Empowill to continue supporting its development.
The 3 MFDC benefits
1. Considerable time savings and smooth information sharing
Empowill's support in the deployment of the skills repository, the digitization of HR data and the use of the tool on a daily basis saved the HR team a considerable amount of time.
For example, it is much easier for the latter to keep track of authorizations and compliance with mandatory maintenance requirements.
For their part, managers also see time savings, particularly during the interview phases, but also in their day-to-day monitoring, as they now have a centralized interface for all their teams' data.
2. Continuous improvement of the HR department
With the deployment of Empowill and the modernization of HR processes, the HR team is promoted throughout the company, highlighting its initiatives and innovations. By helping to improve the day-to-day lives of employees and their follow-up, and by providing managers with the right tools, the HR department becomes a driving force for modernization and efficiency within the company.
3. Implement a staff review policy
Finally, the HR team has been able to go beyond its initial projects and also set up a regular staff review process. This enables the team to identify high-potential employees and put in place personalized training, job and career paths.
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