Translations Best practice in French version Best practice in English version

Universal Web access with MONDIAL RELAY - GROUP 3SI

3. Labor relations / working conditions

Human capital development


Specialist in delivery services for households, Mondial Relay has participated in the development of e-retailing since 1997 in France and across Europe, by proposing delivery solutions at Relay nodes, drive-through stations (for heavy and cumbersome packages) and directly to the home. As its sales revenue and e-retailing business have expanded, Mondial Relay decided as of 2006 to invest over 3% of its payroll in training. In 2010, as job requirements were evolving considerably for the company's 300 Logistics Agents, the Human Resources Division, in partnership with labor organizations and union representatives, set up an innovative New Information and Communication Technologies (NICT) training module: "WIKANWEB".


-    Implement a social and innovative approach focusing on the company's information services
-    Showcase new skills
-    Narrow the digital divide between blue-collar and white-collar workers
-    Facilitate further training opportunities via e-learning


During December 2010, 14 employees (in 2 distinct groups) tested the information services training proposed by the organization Essentiel Formation. Given the level of staff enthusiasm, both senior management and labor/union representatives agreed to introduce a large-scale training program and host 20 unemployed individuals (sponsored through a Local Insertion and Employment Plan) as bona fide Mondial Relay training groups. In conjunction with this effort, the Human Resources Division was able to procure financing from both the French Joint Commission for Collective Training and the Individual Training Fund.

The "WIKANWEB" module has been designed around a 2-day program. A laptop is offered to each participant as of the first training session. Content is taught according to an entertaining approach: Internet browsing; identification of various sites and viable best practices; understanding and use of new Web tools (social networks, downloading, etc.); establishment of a Web presence and building online cooperation. The program also provides insight into the Internet of the future and parental control tools. Evaluations performed both before and after the 2-day program has measured participant progress at 35% on average and 60% for novices.

Following this instruction, each trainee leaves with the laptop, a CD-ROM and an e-learning pass. They are then free to pursue their educational path at home, in a family context. This use of computers has since been applied in other training contexts, with note-taking being definitively replaced by the laptop.

Trainee groups are divided by level of experience and not by post held or socio-professional category. Staff motivation to attend this program has been spread by "word of mouth". The program has already been rolled out across 24 French sites despite the logistical difficulties imposed: scheduled during the day or evening, work schedules altered, teams forced to operate with fewer personnel, and the difficulty of finding replacements for trainees.


-    60% progress in "novice" trainees; a better skilled workforce (over 30% improvement for those already exposed to new technologies (NICT));
-    Improved Web practices: information on competition, use of price benchmarking, time savings for computer searches on package location
-    Use of the computer in other training sessions
-    Staff motivation and understanding of corporate development strategies.


- 300 employees trained in 2011, another 150 in 2012
- Modification of learning behavior
- Strengthening of social bonds; improved communication across different personnel categories; pride and recognition of employees when sharing Web tools among family members
- Enhanced employability
- Narrowing of the digital divide

2011 : 101 M€


ZAC des 4 Vents
5 avenue Antoine Pinay
59510 HEM

Mise à jour le 25/05/2016

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