Mechanic industry
THE AUTOMOTIVE WORLD, A FAMILY TRADITION
(Article published in L’Automobile magazine, February 2023)
By Noëllise Turgeon
How does a family business with 50 years of experience manage the integration of new employees? We met with Catherine Lauzon, Vice President of Human Resources at Groupe Lauzon Laval, to learn about their strategies.
The Lauzon family has been active in the automotive industry for several decades. “When I graduated,” says Catherine Lauzon, “there were gaps that needed to be filled within the company’s human resources structure. Since I was already interested in this area, I didn’t hesitate to follow this path.”
To support the 450 employees within the Groupe Lauzon, three people work full time in the HR department. “The collaboration of our managers is very valuable to us,” notes the Vice President, “particularly when it comes to integrating new employees. We make sure to give them all the required tools and guidance to ensure that the onboarding process is successful.”
A two-part onboarding program
“We have designed a two-part program to make the integration of our new employees easier,” says Catherine Lauzon. The first one includes the welcome procedure and the transmission of relevant information that the employee will have to take into account over the coming days and weeks. After a month, they are met by the directors to share their impressions and ask questions if necessary. “In my department, we make sure that the integration process runs smoothly before moving on to the next step.”
The second part is mainly focused on the new employee’s responsibilities and tasks. It includes all the knowledge they will need to get familiar with the company’s values and work methods. This part of the integration process often involves the collaboration of a college coach. “The employee will also have to learn certain software programs and watch video clips—for example, on techniques related to both reception and customer service,” she adds. In the human resources ecosystem, it has become clear the quality of how new employees are welcomed and integrated into the company influences their commitment and motivation to grow within their workplace.
Adapt and communicate
At Groupe Lauzon, improving communication with its employees is a key priority. “For example, since many new employees appreciate text messages, we are now using this medium to communicate with them as well. To reinforce our employer brand, we recently redesigned our business website,” notes the HR vice-president. Indeed, an employer image that stands out attracts the best talent in the market and fosters a sense of belonging among current employees.
Comments are closed