At SOMED, the development of a dynamic human resources policy that encourages engagement, motivation and personal fulfilment for all is a key priority. With this in mind, our HR processes are designed to attract talent, develop skills and retain our employees. From recruitment to career management, including continuous training, performance evaluation, work environment and internal communication, these are the various components of the group’s human resources management.

Recruitment Process
The ultimate goal of this process is to recruit the right person, with the right skills, in the right role, at the right time. Hiring is a strategic decision for the organisation, involving several key steps, from job definition to onboarding and integration into the organization.

Training Process
Training is at the core of performance improvement. SOMED is committed to developing the skills necessary for the development of its activities, its operational growth and the long-term employability of its team members.

Performance Evaluation Process
Every year, all employees undergo a performance review. This process includes a formation evaluation interview that results in a documented assessment of individual performance of SOMED employees.

Compensation Process
Our compensation policy is based on the following fundamental principles: internal equity, recognition of both individual and collective performance, and external market competitiveness.

Career Management Process
In order to ensure both the development of our group and the growth of our employees, career management plays a key role of our human resources management. Based on a rigorous and fair assessment of skills, it is designed to implement a motivating policy in terms of career development and internal mobility.