In an ever-changing economic environment, the sustainable performance of companies depends more than ever on their ability to attract, develop, and nurture talent.
Companies such as i2S, which place people at the heart of their strategy, create the conditions for lasting collective performance and greater adaptability.
WHY A STRUCTURED HR POLICY IS A KEY STRATEGIC LEVER
A structured HR policy is a major strategic lever for addressing today’s business challenges:
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Attracting and retaining talent in an increasingly competitive job market;
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Developing skills to support the evolution of roles and new technologies;
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Collective performance driven by efficient work organization and a high-quality social climate;
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Long-term employee engagement by giving meaning to actions and career paths;
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Management of social and regulatory risks, ensuring the long-term sustainability of the company.
HR policy therefore goes far beyond resource management: it actively contributes to value creation and the achievement of strategic ambitions.
THE i2S HR POLICY: A CONCRETE COMMITMENT TO TEAMS AND THE COMPANY PROJECT
At i2S, the HR policy is fully aligned with the company’s overall vision and development plan. It supports growth while serving both our teams and strategic ambitions. Our priorities are:
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Retaining and engaging our teams;
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Preventing risks and strengthening workplace safety;
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Developing skills and supporting career paths;
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Promoting equity and diversity at the heart of our organization.
DRIVING SOCIAL PERFORMANCE: HR INDICATORS SUPPORTING DECISION-MAKING
The Human Resources function naturally relies on the monitoring of indicators as a management tool. The relevance of these indicators may vary depending on the size of the organization. They help to understand social dynamics, anticipate risks, and objectify needs. Key indicators typically include turnover rate, absenteeism rate, workforce evolution, as well as recruitment, training, and employee engagement metrics—each with varying levels of detail.
For example, absenteeism can be analyzed by site, reason for absence, and duration. Such data is only meaningful when cross-referenced, analyzed, and discussed with teams and managers. Social dialogue is essential within any organization and must never be overlooked.
In a human-sized company such as i2S, HR management is based on a carefully selected set of indicators aligned with the organization’s realities and challenges. To support our ambitions and HR policy, we have chosen to monitor the following indicators:
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Team stability, reflected in particular by the turnover rate;
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Employee retention, tracked through departure rates;
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The resources invested by i2S in developing employee skills, notably through training-related indicators;
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Team engagement, measured through eNPS;
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The gender equality index;
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Team diversity, including age and gender distribution.
This monitoring also helps strengthen our CSR policy, as illustrated for example by an eNPS score of 50 and a gender equality index of 99/100 in 2025.
MAKING HUMAN CAPITAL A SUSTAINABLE DRIVER OF SUCCESS
As a true strategic partner, the Human Resources function makes a full contribution to the company’s overall performance and long-term growth. By structuring an HR policy aligned with its vision and values, i2S reaffirms its commitment to making human capital a key driver of long-term success and sustainable development.