CSR and SMR training
Abstract of the CSR / SMR (Corporate Social Responsibility) training
How did the Crédit Mutuel group engage all of its employees in its Corporate Social Responsibility policy?
In this training module, which takes the form of an interactive role-playing game, you play as an advisor from Crédit Mutuel. Guided by a virtual Social and Mutual Responsibility (SMR) referent, you will discover the principles and challenges of the group’s CSR approach. You will be an expert in Environmental, Social and Governance (ESG) criteria and sectoral policies! Then test your knowledge and put it in practice in different realistic situations thanks to a customer interview simulation.
- an engaging and interactive training module in the form of a role-playing game
- the player is faced with choices that have an impact on the rest of the scenario
- the playful discovery of CSR, SMR, ESG criteria and sectoral policies
- raising awareness and training for all employees of the Crédit Mutuel group
The Crédit Mutuel has implemented a strong policy in favor of sustainable development, social and governance.
The Crédit Mutuel’s training organization, therefore aimed to support the group’s Corporate Social Responsibility (CSR). The organization wanted to develop an innovative training module, capable of engaging, raising awareness and training all of its employees in CSR and SMR, notably through the discovery of Environmental, Social and Governance (ESG) criteria as well as sectoral policies implemented by the group.
The objective is to train employees so that they can better inform customers and business partners as well as share the group’s commitments and values.
Serious games make complex subjects accessible and communicate in a simple way to facilitate their understanding and adoption.
Three types of knowledge are aimed at:
– Theoretical knowledge includes theoretical and technical knowledge. The objective here is to understand the principles and challenges of the group’s environmental policy. At the end of the serious game, the employees must, for example, be able to define sustainable development, the status of a company with a mission, Corporate Social Responsability (CSR), Social and Mutualist Responsability (SMR), Environmental, Social and Governance (ESG) criteria and sectoral policies.
– the know-how: employees must be able to describe the sequence of operations, the rules and conditions to be respected, and master the scope of application of ESG criteria and sectoral policies.
– Soft skills must allow to adopt an adapted behavior to inform the customers and the economic partners.
In addition to training employees and informing customers, the challenge is to involve all employees in the group’s new policy on a long-term basis in order to maximize its impact and make it sustainable.
In order to maximize the effectiveness of the training and to facilitate memorization, this role-playing game integrates the Neuroplay methodology which is composed of 3 complementary parts:
– Contextualization: this step allows to raise awareness and to train the players in a simple and playful way. The objective is to introduce the subject of CSR through a mentor who will accompany the learner during his experience.
This phase begins with an initial assessment of knowledge, allowing the level of difficulty of the next phase to be adjusted. Thanks to a dialogue simulation system that makes the speeches fluid, pleasant and contextualized, the player discovers the principles and challenges of the group’s CSR and MSR policies. They can follow their progress and explore the subjects that interest them. This theoretical part also serves as an introduction to the situation that follows.
– Simulation: this phase allows you to test your knowledge in a realistic interview situation with a client. The simulated interview allows you to evaluate your knowledge and to practice in order to acquire the right reflexes to conduct a good interview and communicate key messages.
– Feedback: a complete and personalized feedback allows the player to take stock of the knowledge acquired and the possibilities for improvement. The serious game invites the player to evaluate himself, in the form of a dialogue with the virtual advisor about the interview the player has just completed. Guided by the referent, the player analyzes the answers he has given, their clarity and their adequacy with the requests made. Accountability also gives the player the will to improve himself. Finally, the client comments on the interview to a third party who was not present during the exchange. This feedback helps to identify strengths and areas for improvement. This distance is necessary for a better understanding of his strengths and weaknesses.