DEVELOPMENT AND SELECTION SUB-MANAGEMENT
One of the most important milestones for the Organizational Development area was the surveying, analysis, and establishment of new Corporate Values for the Company. This work was aimed at identifying those values representative of the new challenges facing the Company and driving action. The six new Company values are: Orientation to the Customer, Excellence, Innovation, Team Work, Responsibility, and Passion. In November, the official launching of a Value Campaign was carried out on a national level under the slogan “CorpVida is YOURS. A passion for what you do”, and the main guidelines of what values represent and how they must be put into practice in our daily work life were provided. During December, together with the Internal Communications area, this SubManagement conducted a Strategic Alignment workshop, where the main Company leaders were sensitized and motivated to put corporate principles into practice in conjunction with their teams. During 2012, 266 new collaborators were hired, of which 180 are part of the commercial teams and the remaining 86 percent correspond to different positions in the other Company management areas. Moreover, 16 collaborators were promoted, which attests to the conviction that there is internal talent and to a commitment to the professional development of the Company’s human capital.
Another relevant milestone led by this area was the selection of two young persons with cognitive disability (Support Administrative Employees), which action was part of the Work Inclusion Program. Strong focus was place on the Work Climate. The “2012 Climate: Be the Best, a Matter of Attitude” program was implemented during the year. The purpose of this program was to motivate participatory work among collaborators to identify improvement focuses in their areas and to proactively work on them. At the same time, corporate actions were developed oriented to improving overall climate indicators such as leadership, communications, training, and benefits. In December 2012, the Great Place to Work survey was applied once again, with results showing 72 percent satisfaction with respect to the Company and 79 percent with respect to the area. The results were significantly better than those obtained in 2011, with an 18 percent increase in Corporate Vision and 11 percent in Vision of the Area. Concerning the Performance Management process, in April 2012 the Bottom-Up Evaluation was carried out for the first time, and personalized consulting was provided to all managers to assist them in more comprehensively analyzing their results and understanding them in a constructive way. Along this same line, those managers with the lowest
HUMAN RESOURCE AND DEVELOPMENT AREA
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