Human resources
Published at February 8, 2021

La Poste's social model is based primarily on internal mobility. To prepare postal workers for changes in their jobs or for a new position, extensive training and support measures have been put in place.

La Poste of tomorrow will be built with the postal workers of today

La Poste offers career development opportunities in key areas of its future development, in particular customer relations, digital technology and logistics.

Territorial forward-looking management of jobs and skills (GPEC) makes it possible to project the impact of its transformation on jobs and to anticipate skills needs, employment area by employment area. Internal mobility is the primary source of these jobs, supported and facilitated by a common set of skills.

In 2019, 11% of employees, or more than 20,000 postal workers, moved up and 9.5% were promoted, or more than 17,500 employees. In total, more than 38,000 postal workers have seized the opportunity for career development to help build the La Poste of tomorrow.

2019 key figures

  • 17,595


  • 20,191

    internal transfers

  • 512

    external transfers

An unparalleled internal mobility system

In 2019, 441 mail carriers became customer managers in post offices; customer managers become financial advisors at La Banque Postale, and can progress to customer advisors and then specialist advisors. In addition to the traditional career paths, there are many options available to postal workers, depending on their skills and wishes. A mail carrier may become a maintenance technician or a Web developer; a trainer may become a salesman and a communicator may join the purchasing function, etc.

An exceptional support system

The annual career interview is designed to meet the expectations of postal workers and the needs of the company. La Poste encourages postal workers to evolve and a whole network of players, who can be mobilised on request, supports them: 400 HR professionals, 12 Group Mobility and Recruitment Areas (EMRG) located in the regions with 150 experts. At each stage of their project, postal workers receive personalised advice, an individual development plan and ad hoc tools, including m@rh, the HR portal dedicated to building their professional future.


postal workers

individually assisted


collectively by the Group's mobility and recruitment centres

A large-scale training initiative to enhance skills

€1 billion over 5 years is La Poste's commitment to developing the skills of its employees online, at the Institut du Management and in the branches' schools.

Digital transformation happens with postal workers, so the fourth Simplon class graduated in 2019 with a designer-developer diploma in hand. 68 employees have benefited since 2016, and a new cyber security analyst training course has been added in 2019. A self-service platform offers more than 70 training courses on two main themes: corporate culture (teleworking, energy transition, ethics, etc.) and digital & data (digital culture, collaborative work, etc.). In 2019, e-learning accounted for 17% of the training taken.

  • €1

    billion over 5 years

    including €235 million in 2019

  • 80.33%

    of employees completed at least one training course

    in 2019

  • 43,600

    training courses started

    by the end of 2019

An exceptional digital training program

The success of the Group's digital transformation means that all postal workers must be involved in a common drive to ensure that everyone finds their place in the digitalisation of the Group's businesses, services and activities. To this end, La Poste is rolling out a self-service training offer accessible to all. Nearly 25,000 postal workers have logged on in 2019.

"I had been thinking about changing jobs for several years, I needed something new. My career development advisor helped me to see things more clearly and to better identify my goals. I was able to talk with colleagues who had already changed jobs and benefit from their feedback. I also took psycho-technical tests and an interview. Then I joined a pool and went through three weeks of training. I then spent some time immersed in the post office. That's when I was able to assess whether the job really suited me. With all these steps, I knew where I was going. The process is reassuring and I am very pleased with the change."

Christine, from mail carrier to account manager  

Olivier, from mail carrier to web developer

"I started as a mail carrier, then I got interested in a field that has nothing to do with it, but everything is linked: as a developer, I have to build new working tools for mail carriers. It's extremely interesting and I would encourage anyone who has even remotely dabbled in this field and thinks they might enjoy it to give it a shot."