It is important to inform before decidingIt must not touch sheet floats suspended on hot airHowever on this last point nothing is earnedWe have an ongoing dialogue she continues52 eurocents for the first category of employee against 8The companies have had again all reviewANR also is struggling to maintain its independenceThe next step towards greater maritime safety concerns thus menImproving the readability of the Labour CodeEverything is here redesigned for the showWhen Gérald Favre-goodness has created Seriacom, in 2001, he tried to make this software the exact opposite of what he experienced in major groups: "Here, it does not manage contracts but collaborators." For what, this company with 150 employees (to create this year of 30 to 50 positions) is not too difficult to attract engineers, yet highly sought on the labour market: "some young people consider the experience in a large system integrators as a to make a business card." "But they then wanted to work in a structure on a human scale, in which they will not have the impression of being a pawn, but on the contrary, participation in the creation of value", believe. Incidentally, he proposed salary packages (with PEE and incentive award) rather higher than major sector: "As it has less costs of structure, it can afford better collaborators."
Autonomy, responsibility, usability: to hear their most fervent defenders, SMEs would be trimmed of all virtues. How is it that young graduates consistently tend to prefer, if they have the opportunity, into a large group rather than a small or medium business The survey conducted in 2006 by Gilles Lecointre, President and CEO of the firm to the SME Intercessio and author of "The SME", the enterprise of the future (1), with 350 students from level bac 2 in large schools, confirms this. Would the question "If you had the choice, what type of company work you", 27 are "in a large company" 27 "in the public service", 28 "as a liberal profession" and only 18 "in an independent SME." Among high school students, they are 67 to large enterprises, compared to 14 for SMEs.
A middle way
"Bac 5 are formatted by their schools to work in large groups, sighs Dina Bourdeau, HRD du Petit Futé, Publisher of guidebooks which recruits 30-50 sales per year. I gave up to attract large schools of commerce graduates. Too often seen them pale when they discovered our premises Editor's Note: actually more user-friendly than luxurious! and, worst of all, when I announced to them that they would not Assistant, but manage their own appointments. ""The young graduates are not interested in SMEs, said Dominique Auzias, founder and President of the company with 150 employees. When they leave school, 80 of them are career in a large company. The remaining 20, entrepreneurs in the soul, think about creating their box.
However, the SMEs can be seen as a middle way between major groups and entrepreneurship pure and hard. It is, at least, the opinion of Nicolas Gayral, who left his position as financial controller in a large automobile manufacturer to join a family SMEs of 1,100 employees, Septodont, leader of anesthetic products and consumables for dentists. "I've long contemplated resume a LBO business." However Septodont should term open capital to executives.
Everything to do
Thirty-six years, after twelve years of work in a large group, Nicolas Gayral believe that each universe has the qualities of its defects, and vice versa: "in large groups, it becomes impossible to make a decision without the signature of twelve persons, he smiles. What is, paradoxically, also absolve that stressful. In an SME, I quickly see the impact of my decisions on the development of the company. The reverse of the Medal, it is the lack of means (because the management by the dedication and heroism has limits) and the lack of readability on key people: between the official chart and the real chart, as it has developed over the years, there is sometimes a world...
Grégory Wagemans, Chief Administrative and financial of Hologram Industries, a SMEs with 200 employees specializing in the protection and authentication of documents, also left a large international group. It is now a defender hard SME culture: "the decision cycle is short, are autonomous and infinitely more creative than in a large company. Especially in a trade also innovative as ours. But autonomy also means flexibility. In an SME, you need to know everything: rewarding tasks and others which are less. The big problem for SMEs remains especially not being able to provide exciting career opportunities to everyone.
Geoffroy Bragadir knows this. The Director General of Empruntis (compare of credit online), company passed in seven years from 1 to 300 employees, is to recruit two "big heads": two young Polytechnique having completed their studies at HEC. "Profiles of course very courted by big business and Council offices." My arguments to convince them to join us were simple: their position in the strategic cell responsible for managing development and mergers & acquisitions, allows them to have both a perimeter of very broad intervention and a very strong autonomy. Which is less than thirty years. So, Yes, I myself doubt that they will not forever remain in Empruntis. But it would be that we can go a long way together.
Growing up with his company
To attract 70 high potentials that it planned to recruit this year, Valérie Kniazeff, Alcimed President (Office of consulting R & d) applied to the life sciences and chemistry, their sells it, a small perfume of adventure: "We are developing internationally." Young professionals are responsible for open Alcimed offices in Cologne, Lausanne and Madrid: they are looking for accommodation, recruit teams, develop business strategy... Like would do a pattern of SMEs. "If this challenge seduced young graduates, to which this company exclusively addressed so far, Valérie Kniazeff doubt that he will not have the same resonance with senior managers that Alcimed intends today attract to manage its growth. As this SME refuses to enter a wage outbid: "We we think deliberately at the bottom of the range for wages to the hiring, because we want our employees to get involved in the long term." We then offer them a true progression.
But, contrary to conventional wisdom, SMEs are sometimes better placed wage. From a large system integrators to Enablon, a 100 employees software Editor, Olivier Teissedre saw his engineer salary jump 20 hiring and 50 after one year: "I have a fixed salary, a variable on goal and stock options." A bet on the future in which Olivier Teissedre concurred fully. "Enablon growth to three figures since its creation in 2000." I have the feeling to grow with my company. Not only I see the scope of my responsibilities to expand, but my case very high-level interlocutors. With my previous employers, I was sent on a mission in large companies where I worked with collaborators field. Today, to integrate sustainable development, "corporate governance" software and "risk management", I am led to deal directly with the leaders. It's otherwise more exciting.
As wage packages become more complex and the dimension "working conditions" (days of RTT, this, Business Concierge, car service, mutual, etc.) grows, it becomes however difficult to compare the salaries of one company to another, a fortiori between an SME and a large group. This is why Nicolas Gayral, financial Director, Septodont, advises of "reason in salary" net net ", as is usually done for expatriation project.." My former employer, I had a service car, a stock... "I have reinstated all these benefits in net pay I have requested." A smart Board for those who are considering making the jump...
