In line up with our Human Resources strategy, and in search of talents development and loyalty, the performance management program was redefined in 2014 according to the organizational strategy and leadership model.
By means of the new structure implemented in 2014, some 50% of the individual objectives are set according to the business performance, and the other part, due to personal progress and work environment.
When we define what we exactly expect from each member (objective) and how to achieve it (competence), including as a necessary stage, the interchange and the analysis of the work done (achieved goals feedback / management), it turns the system into a kind of dialogue with a group of interest which is essential for our organization: our members.
Our employees are one of our main interest groups; because of that, we are continuously working on improving our labor environment.
In 2015, we celebrated 10 years since the implementation of our first Climate Survey. This management has turned into an organizational value understood and experienced by every member of our company.