Putting its human capital right at the heart of its development strategy, the group's human resources management policy is based on skills development, individual accountability and staff motivation.

MANAGEM uses a performance-based system of career management and personal development. The “High Flier” fast track is open to staff recognized for their expertise in their trades and their skills.

As soon as they join the group, MANAGEM makes sure that new recruits are fully integrated and provides an induction program designed to share the group's vision and values with them.

At MANAGEM, job mobility is one of the main foundations on which a motivating, enriching career is built. This policy of mobility, directly driven by the Group's development needs, encourages staff development by providing them with a large number of career and personal development opportunities.
By developing mobility, both functional and geographical , the Group gives itself the possibility of anticipating and preparing for any challenges it might meet more effectively.
MANAGEM's international dimension allows Moroccan expatriate staff in the foreign countries where we operate and staff recruited locally to exchange ideas and enrich each others' experience.
Expatriation is a form of mobility which supports MANAGEM's international development policy, as well as being an integral part of its culture and image.
One of MANAGEM's greatest challenges today is to successfully manage diversity, the source of its force, thanks to a multicultural team.
Expatriation and/or mobility are now firmly established as a real career management tool and are considered as a vehicle for professional development.

For MANAGEM, training is the best way to develop skills. It should both meet the firm's expectations by detecting and developing the skills and potential it needs today and that it will be looking for in the future, as well as satisfying staff aspirations by :

• developing the apprenticeship system;
• enabling personnel to gain the skills required by developments in their area of work;
• developing their capacity to analyze, take initiatives and adapt;
• maintaining their knowledge and employability throughout their professional life;
• fostering their professional mobility thanks to additional training to prepare them for new functions;
• providing training which leads to qualifications or diplomas.

MANAGEM has always considered training as an investment priority, the only one, in fact, along with research and development.
It is an excellent means of economic and social development, for the firm as well as its staff and customers.