ment y o l p m E E in z maga gramme o r p e v ati v o inn MUS 2014
RECRUITING ERAS
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University Outl
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contents 22 INTERVIEW
An innovative programme Recruiting Erasmus 2014. Alfonso Jiménez. Managing Partner of PeopleMatters.
Recruiting Erasmus Programme
06 AbbVie. Our passion helps patients. 10 ALDI DNA: Passion for retail! 14 BBVA.What makes us different? 18 CRÉDITO Y CAUCIÓN. The leadership of Crédito y Caución. 24 everis. What really matters is seeing the glass half full. 28 The Energy of Your Dreams. GAS NATURAL FENOSA. 32 Why HEINeKeN Spain? Heineken. 36 IKEA. We want a better everyday for you… 42 Your talent is what keeps us going. Inditex. 46 Janssen. Caring for the world, one person at a time... 56 LIDL. We believe in you. 58 MICROSOFT. Get Started Creating the Future! 62 OUR WORK IS SOMEONE´S HOPE JOIN US. MSD. 66 Prosegur. For many reasons. 70 REE. Working in Red Eléctrica de España. 76 A Group of opportunity. Santander. 80 Steelcase’s Employee Value Proposition.
University Outlook
04 Juan José Casares Long. Youth employment Chancellor of the University of Santiago de Compostela. President of CICUE
40 Nicolás Díaz de Lezcano. Work placements Vice-Rector for Student Affairs and Employability at the ULPGC (University of Las Palmas de Gran Canaria) and Coordinator of the Employment group of RUNAE (University Network of Student Affairs).
Lourdes Sarmiento Ramos. Director of Training Guidance and Employability at the ULPGC.
74 Federico Morán. Opportunities for university students General Secretary of Universities.
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RECRUITING RECRUITING ERASMUS 2012 ERASMUS READY
4 University Outlook JUAN JOSÉ CASARES LONG
Juan JosĂŠ Casares Long Chancellor of the University of Santiago de Compostela President of CICUE
Youth employment
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t is of particular interest for CICUE to focus on and learn about all international academic exchange programmes. Therefore, this committee assembles together all the heads of the international relations departments of Spanish universities in order to coordinate all the actions necessary to facilitate a closer collaboration between them and most of all to improve the competitiveness of Spanish students.
We are convinced that in order to achieve this, it is necessary for the objectives of the European university system to be directed at promoting the mobility of students in order to develop the key competences that our future professionals will need in the future. Aware of the positive impact of having international young professionals, Spain is committed to implementing programmes such as Erasmus. This is evident in our leading position as Europe’s largest issuer and receiver of Erasmus students, according to the latest data published by the European Commission. This position enriches us in terms of talent and increases the number of professionals who access the labour market each year with differentiated competences such as the ability to speak foreign languages, being independent and mature or having a willingness to relocate, which allows us to construct a solid and sustainable competitive advantage. The adverse economic situation which we are currently experiencing does not help. Therefore, programmes such as Recruiting Erasmus which facilitate contact between the corporate world and international students highlight the concern and awareness of companies to improve the employability of our young people. RECRUITING ERASMUS
I would like to use this opportunity to acknowledge the work carried out by PeopleMatters in creating Recruiting Erasmus and the eighteen companies participating in the programme this year for recognising the value of the effort made by students who leave their environment in order to further their training, the economic effort and support provided by the families of the students and the support of the Ministry of Education which has translated into youth employment despite the economic crisis. This Employment Magazine provides access to the professional environment from three points of view: from the company, from the university and from professionals who previously participated in the Erasmus programme. I highly recommend that you sign up to join the Programme, which will be the first step in developing a top level career which will reinforce your decision to make the effort to spend time abroad in order to enrich yourselves, not only as students, but also as professionals. I urge you to read the magazine as learning more about the participating companies will enable you to make the most of your international experience.
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6 PARTNERS ABBVIE
OUR PASSION HELPS PATIENTS
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ADDRESSING SERIOUS HEALTH ISSUES Research and innovation are the cornerstones of AbbVie’s business as a global biopharmaceutical company. Our research and innovation focus on developing medicines that deliver strong clinical performance, provide more patient benefit, and deliver economic value, particularly where there is significant need around the world in certain disease areas. These areas include hepatitis C, neuroscience, immunology, oncology, chronic kidney disease, and women’s health.
ABOUT US AbbVie (NYSE:ABBV) is a global, research-based biopharmaceutical company formed in 2013 following separation from Abbott. AbbVie combines the focus and passion of a leading-edge biotech with the expertise and capabilities of a long-established pharmaceutical leader to develop and market advanced therapies that address some of the world’s most complex and serious diseases. In 2013, AbbVie will employ approximately 21,000 people worldwide and markets medicines in more than 170 countries.
HEPATITIS C VIRUS (HCV) Our antiviral program is focused on developing treatments for hepatitis C (HCV), a disease that affects more than 170 million people worldwide, with approximately 4 million people newly infected each year. HCV infections can potentially lead to long-term complications. AbbVie scientists are working to transform current treatment practices by investigating a new treatment regimen that is interferon-free for patients with genotype 1 HCV. We have several compounds for HCV in late-stage development, including protease, non-nucleoside polymerase, and NS5A inhibitors.
NEUROSCIENCE We are conducting innovative research on compounds that target receptors in the brain, which help regulate pain, mood, memory and other neurological functions. We have a number of early and advanced investigational compounds in human studies for conditions such as schizophrenia, chronic pain, Alzheimer’s disease, Parkinson’s disease, and multiple sclerosis (MS) - all of which affect millions of people worldwide.
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8 PARTNERS ABBVIE
IMMUNOLOGY AbbVie’s scientific experience with biologics serves as a strong foundation for continuing research in immunology. AbbVie is investigating a number of additional diseases, including spondyloarthropathies, hidradenitis suppurativa, and uveitis, all of which are in late-stage development. Our early discovery programs are focused on the investigation of both targeted oral therapies and biologics. AbbVie scientists are innovators in the antibody therapeutic field, with the creation and development of proprietary Dual-Variable Domain immunoglobulins (DVD-Ig), which allows for creating combination antibodies to simultaneously target multiple pathways responsible for disease progression.
new molecules in clinical trials, being studied in more than 15 different cancers and tumor types, including some of the most widespread and difficult-to-treat cancers such as multiple myeloma and chronic lymphocytic leukemia.
RENAL DISEASE Chronic kidney disease (CKD), the progressive loss of kidney function, affects 50 million people in the U.S. and Europe alone. CKD is on the rise, driven by higher rates of diabetes, obesity and hypertension. AbbVie’s renal care pipeline includes potential therapies for CKD and for acute kidney injury, a complication of major surgery that affects 1.2 million people at risk annually.
ONCOLOGY
WOMEN’S HEALTH
Our oncology research is focused on the discovery and development of targeted therapies that work against the processes cancers need to survive. We are investigating both small- and large-molecule approaches, and our internal research efforts are balanced with external collaborations across industry, academia, and government. AbbVie’s oncology pipeline includes multiple
AbbVie is currently focused on developing a compound for endometriosis and uterine fibroids, which each affect more than 16 million women worldwide. Both are highly prevalent conditions associated with a number of symptoms including pain and infertility. Because these conditions are undertreated, we have the potential to fill a significant therapeutic void.
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CAREER OPPORTUNITIES At AbbVie, we are proud that our work impacts people’s lives around the world. There are approximately 21,000 diverse, talented, passionate individuals who are scientists, medical doctors, researchers, engineers, technical experts, writers, strategists, operations people, manufacturers, salespeople, quality experts, marketers and communicators, human resource specialists, and more. We are always looking for proactive people, with an innovative character, good team players, responsible and with enthusiasm for developing his/her career with us. Fluent English skills are essential. If you want to be part of our mission, AbbVie has countless opportunities for you … To join some of the best and brightest minds in the industry. To grow, contribute, discover and learn. To be part of something bigger than a job…something that has a meaningful impact on society. Visit our career webpage www.abbviecareers.com where you will find all the job opportunities that AbbVie offers you all around the world.
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10 PARTNERS ALDI
Based on our strong business concept built up over the course of decades, we are continuing to expand worldwide because regardless of how the economy may fluctuate, people will always need food goods. ALDI has the best value products in the market, in keeping with our principle of “the highest quality - the lowest price”, which goes beyond a successful marketing positioning. This principle has given us great success in the 4,500 retail outlets in the countries where we operate, such as Germany, France, Portugal, Spain, Holland, Belgium, Luxembourg, Denmark and Poland.
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t works because we do away with complications and focus on what is really important. The world is complicated enough as it is.
For example, we eschewed expensive presentations for standard retail outlets where anyone can feel at home. Simple, decentralised structures are part of our business culture and a fundamental factor in ALDI’s success. The resulting delegation of responsibility means that in every area of ALDI,
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people with a passion for retail are motivated to work towards meeting our commitments. We all have a clear goal: To ensure our customers’ ongoing satisfaction at all times. As people with a real passion for retail, we are always open to innovation. However, instead of jumping on every new trend, first of all we carry out a thorough check to see if an innovation is consistent with our principle, if it offers value to our customers or helps us to improve as a company.
: A N D I D AL n o i s Pas ail! t e r for
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12 PARTNERS ALDI
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Our “ALDI DNA” sets us apart: what does that mean?
It means that we are firmly committed to respect, honesty, transparency, equality and trust in our dealings with our customers, collaborators and suppliers. We never promise something that we are unable to guarantee. We never compromise where quality is concerned. Our contracts and agreements are negotiated fairly and geared towards targets. Instead of focusing on short-term profits, we are committed to long-term economic success. We act with responsibility and sustainability and always focus on our customers. What we do and how we do it is “typically ALDI”, it’s just our ALDI DNA. Do you have ALDI DNA? Are you demanding and on the lookout for a company with a strong brand DNA?
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Do you want to be entrepreneurial and tackle challenges in a primarily practical working environment? Do you carry business DNA in your bones and do you want to grow in your profession with commitment and passion? Then you already have the most important skill set for taking part in our manager development programme.
Being a manager at ALDI At ALDI, no one day is the same as another: Various issues arise in sales regions, personnel management, hiring, availability of goods, new retail outlets opening, stock-taking... and ultimately you are responsible for the personnel in about five retail outlets with a combined staff of between 50 and 60 collaborators. That means that every day you have to demonstrate your business talent, make authoritative decisions, motivate your collaborators and ensure customer satisfaction.
ALDI offers a great deal to its collaborators in return for their commitment: Higher than average pay and various benefits, such as a company car. You also have to factor in something that can’t be measured in euros or cents: A transparent and honest business culture with direct decision-making and a lot of freedom of action. Not only that: at the end of the day, the great feeling of having done something worthwhile. That is why a job at ALDI is a good investment.
And what does the future look like? We plan your professional development in ALDI together. We give priority to internal promotion in covering management positions. That means we give priority to people that have proven to us that they have a real passion for retail.
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14 PARTNERS BBVA
In 2013, the BBVA Group was chosen as the first multinational company in the world of finance and number 13 in the global ranking of the 25 best multinational companies to work for in the world by the consultancy GPTW. In the specific case of BBVA, particular value was placed on our commitment to transparency, objectivity and equal opportunities, three aspects that enable us to work as a team. At BBVA we believe that people really make a difference and are therefore the key and the success of our differentiation. This is not a clichĂŠ; BBVA is different because of its team, the people who make up this organization.
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What makes us different?
There are perhaps three features that set us apart as a company:
Above all, our corporate culture Our corporate culture sets us apart because it is clearly defined. We have built it together and it can be summed up in the Group’s vision: “BBVA, we work for a better future for people”. Customer focus, teamwork, a healthy ambition, very high ethical standards, results orientation, humbleness and simplicity are the features to strive to boost. Together, they make our culture unique and turn us into a benchmark in the industry, since we carry out our activity with the utmost integrity, with a long-term vision and according to best market practices
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16 PARTNERS BBVA
Secondly, the people management model We stand out for our people management model; a model geared above all toward professional development and that aims to create the right conditions for people to grow and perform at their best. But offering opportunities and challenges is not enough; we need to support our people throughout their development, and training plays a key role here. The Group’s commitment to the training of its teams is illustrated, year after year, by the investment made, in excess of 43 million euros. What does this commitment to professional development mean? It materializes in very tangible things. For example, approximately 18% of the people in BBVA are promoted every year.
And lastly, our way of doing things The third feature that sets us apart is our way of doing things, with an unequivocal commitment to transparency, objectivity and equal opportunities as the basic principles of our management style. In this regard, all our Human Resources processes are global, standardized and cross-cutting, in other words, they cover all the people who work at BBVA. In addition, we are committed to publishing all the internal recruitment processes, so the best professionals are aware of and can access the best positions. In short, are we different? Yes, we are. Our corporate culture, the people management model and our way of doing things set us apart.
BBVA corporate principles RECRUITING ERASMUS
Sustainability and corporate responsibility
In addition, at BBVA we are firmly committed to environmental sustainability. We are probably one of the companies more involved in eco-efficiency. All our new headquarters meet the most stringent sustainability standards defined by the LEED certification and have been designed under the “open space” concept to provide greater flexibility in our ways of working and promote collaborative work. BBVA is committed to the development of the societies where we operate. This commitment focuses on supporting education and integration, social entrepreneurship, research and culture. The main lines of activity are the Community Involvement Plan for Latin America, Momentum Project and the program of activities of the BBVA Foundation. To promote employment, we have implemented the Yo Soy Empleo (I am employment) project, that aims to help create 10,000 new jobs. This initiative is built around three modules: direct support for hiring, training for entrepreneurs (SMEs and self-employed workers) and personnel recruitment service.
Some relevant data: The Group has a solid leading position in the Spanish market, where it began operating over 150 years ago. It also has a leading franchise in South America, is the main financial institution in Mexico, one of the 15 biggest banks in the United States in terms of deposits and one of the few large international groups with a presence in China and Turkey. BBVA employs over 112,000 people in more than 30 countries around the world, and has 49 million customers and nearly one million shareholders.
If you are interested in BBVA’s employment offers, go to this link and register your résumé with us: www.empleo.bbva.com/es
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The customer at the heart of the business.
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Value creation for shareholders and the rest of stakeholders as a result of the activity.
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The team as a key contributor to value creation.
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Management style as a generator of enthusiasm.
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Ethical behavior and personal and professional integrity as a way of understanding and carrying out activities.
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Innovation as a progress lever.
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Social responsibility as a commitment to development.
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18 PARTNERS CRÉDITO Y CAUCIÓN
About us Founded in 1929.
310,000 collection dossiers.
Leader in both domestic and export credit insurance in Spain.
The most international global credit insurance operator.
Second largest operator in Portugal, active since 1997.
45 countries, 160 offices, 3,300 employees.
Third largest operator in Brazil, active since 2007. 15,000 companies insured. 1.8 million ratings granted.
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Revenue totalling 1.6 billion euros. Access to information on over 100 million companies around the world. Crédito y Caución operates and is a center of experise in Spain, Portugal and Brazil.
The leadership of Cr茅dito y Cauci贸n
standing history, the way in which we work, and our service-oriented approach. If you are a team player, this is the place for you.
Cr茅dito y Cauci贸n is more than just an insurance company. What we do is essential in order to keep the economy moving every day. The decisions made by our teams protect and safeguard the business activities of thousands of Spanish companies worldwide. We work every day on the basis of honesty, respect and professionalism. We have become what we are thanks to our long-
We are a leading company in the field of Credit Insurance thanks to our outstanding work. In fact, we have enjoyed this privileged position in the Spanish market right from our inception dating back almost a hundred years. Such a position can only be achieved thanks to a team of highly skilled professionals who know what they are doing and how to do it.
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20 PARTNERS CRÉDITO Y CAUCIÓN
Here are a few things you may not know about Crédito y Caución. Thanks to the trust that our clients have placed in us, we have been leaders in domestic insurance and export insurance in Spain ever since the company was founded in 1929. With a market share of 52%, we have over 80 years’ experience in helping our businesses grow, offering them protection from bad debt associated to the credit sale of goods and services. Credit insurance is playing a primary role in reviving trade in the current economic crisis, helping to redesign client portfolios of thousands of companies. International agencies estimate that this currently accounts for 15% of global trade. There is no product such as credit insurance that is able to provide an opinion on an end customer located thousands of miles away, and one of the three largest insurance operators in the world, capable of giving an up-to-date opinion on 100 million companies, just happens to be Spanish. We are that company. Since 2007 we are part Atradius, a multinational that operates in 45 countries. Commercial credit lines protected by our credit insurance worldwide grew 4.5% over the past year, currently totalling nearly 446 billion euros, equivalent to half of Spanish GDP. This growth, which is the result of individualised analysis of payment capacity worldwide, has increased by more than 20% in America, Asia and Oceania. Growth in Europe has been more moderate, except in Eastern Europe, the United Kingdom and Germany. In France, Italy and the Netherlands the trend has remained stable. Commercial credit lines in Spain and Portugal now amount to over 90 billion euros, far exceeding any other credit insurance operator
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activity. Moreover, the Company is helping Spanish businesses in their search for solvent clients for their products and services, no matter how far away they may be.
Training and Development In terms of Human Resources, one of the overriding principles at our Company is to promote professional development and retain our human capital. Our employees are not just passing through. This is a place where one can develop a professional career. Let’s see some details: 93% of our employees have a permanent work contract and have been with the company for an average of 17 years. Despite the social and economic climate in Spain over recent years, with massive destruction of net employment, Crédito y Caución continues instead to opt for a sustained growth of its workforce. We would like to highlight two of the mobilising tools we are actively using to manage the Company’s in-house talent: ongoing training and professional development for all our employees. We are fully aware that generating value in people adds value to the Company. That is why we are firmly committed to it. At Crédito y Caución we strongly believe in ongoing, systematic training as the best way to maintain the professionalism of our team. We are convinced that this is the way to bring out the best in people and to offer our clients the level of service that they need and expect. One of the strategic commitments of Crédito y Caución is to ensure that its training policies
reach all the members of its human team. Helping all employees to continually improve is a corporate necessity. Each training plan is designed based on individual needs in order to offer a more efficient service. Moreover, our professional consolidation policies are committed to continually develop the knowledge and skills of each of the company’s employees. We have implemented ongoing improvement systems which are aimed at defining the progress of each employee, based on individual capabilities and personal growth interests. The only limit to development will be the one set by each employee. Our mission as a company is to follow the individual development path of each employee. Our talent management programmes are designed for all employees without exception. We value and encourage the development potential of everyone who works at our company. This is not all, however, there is much more. Crédito y Caución also offers numerous benefits and advantages, and for this reason its collaborators also see it as a great place to work. It is no coincidence that over the last few years we have been ranked among the best companies to work for in Spain, and were listed by the magazine Actualidad Económica as the 5th employee of choice last year. You are invited to see for yourself. Come and get to know us.
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22 INTERVIEW ALFONSO JIMÉNEZ
Alfonso Jiménez Managing Partner of PeopleMatters
Recruiting Erasmus 2014 RE. How did the Recruiting Erasmus come about? PeopleMatters is a company that provides professional human capital consulting services. In order to offer our clients value, we carry out studies of the most important trends in the labour market. Our research has enabled us to observe that in Spain, for some time, less and less young people have been accessing the labour market. Moreover, increasingly less university graduates are able to find employment. In 2007 we saw that the values and attitudes of young people with respect to employment did not correspond to what employers sought. There was a large gap. This caused us to reflect on the “special” groups and we realised that students with international experience could be a highly attractive group for employers, not only in terms of language, but also experience. Therefore we began to design the project which was first implemented in the academic year 2008/2009. RE. Have there been similar experiences in Europe? We have researched different countries and have not found any similar experiences. We believe that this is a pioneer initiative in Europe and we will most probably extend it to other countries in future editions. RE. Why did you focus on international students? We feel that young people who have taken the decision to leave their country and their town for a year have come out of their comfort zone. This equips them with a series of experiences that enable them to develop professional competences that are highly attractive to employers. These qualities are not just related to languages but include flexibility, the ability to “fend for themselves”, their
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experience in travelling, living with other young people or socialising with people who are not life-long friends. We believe that these young people have something extra to offer than those who have no international experience. Moreover, Spain has to improve its global competitiveness which implies a need for “more global professionals”. For these reasons we believe that these young people constitute a highly attractive group for our companies. RE. How has Recruiting Erasmus evolved? We could say that the project has evolved from its first edition to today. The creativity of the campaign is now more personal and friendly, reinforcing the homecoming and the dreams to be fulfilled. We have sought an image that expresses the dreams of international students and how they have achieved them. Furthermore, this year, the initiative is aimed at students and recent graduates from Spain and other countries who have studied in another country. We have improved the programme’s website, enhanced its usability and expanded the information that can be provided to employers. RE. Have you received support from the universities? The truth is that when we initiated the project we were not aware of the complexity behind the international programmes. We approached the Ministry of Education which advised us to go from “university to university” to seek their endorsement for the project. Some of them have supported us right from the start, such as the Rey Juan Carlos University in Madrid which has incorporated all of its international students into the programme. It has sent emails inviting them to join the initiative and
has posted information about the programme on its website. We are currently undertaking the sixth edition of Recruiting Erasmus and receive support from the CICUE (Commission for the Internationalization and Cooperation of Spanish Universities), the Ministry of Education and 86 public and private universities as well as collaborating Business Schools. We have expressed our gratitude to the universities which have supported us in promoting the programme by dedicating a space in this magazine to them. RE. Why do you believe that the project is important for university students with international experience? We believe that the programme enables them to access a series of blue chip companies. It is important for their CVs to be seen and analysed by this type of company. Some are Spanish and others are multinationals. Some companies offer employment to students during their stay abroad while others offer jobs to those who have finished the experience. At a time of economic uncertainty and a scarcity of jobs, we feel that the programme constitutes a magnificent opportunity for young people to initiate a career in the most elite corporations. RE. How many young people found employment this year?
and now we have eighteen with many others expressing an interest in offering employment. As in previous years, some professionals who were recruited through Recruiting Erasmus are featured in the Magazine. A news section has been created at www.recruitingerasmus.com where partner companies advertise their job offers and some have been filled by candidates enrolled in the programme. All of this indicates that many young people are working or will be working in the coming months thanks to the RE platform. RE. What are the advantages for the students who sign up to the project? As well as employment which is the main reason for signing up, students who enroll have access to discounts on many products and services of important brands in fashion, technology, home, restaurants, cinemas, shows, etc. This year Iberia and Correos (Spanish postal service) are collaborating by offering products directed at the international group, such as Iberia’s Boarding Pass with discounts in air fares, or the integral package service offered by Correos. However, these are “additional� advantages, as the main reason for enrolling is to access a channel through which to directly approach leading companies.
We cannot determine an exact figure. What we do know is that in the first edition we had eight partner companies
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24 PARTNERS EVERIS
What really matters is seeing the glass half full
“The people that have gone through an international experience such as an Erasmus, a Leonardo or a Socrates are usually the brightest ones and they also have a much more open-minded and global approach than those that didn’t have the same experience”. This is the kind of sentence that is overhead in conversations at the café when everis is recruiting candidates for a new job.
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In fact, from the first day of university until the last, and then later on in their professional lives, it is drummed into everyone that what really matters is to set yourself apart from the rest and specialise in some area of knowledge. Those that decide to leave their “comfort zone”, pack a suitcase, laptop and precious little else and take a flight to a country with different traditions and cultures really help to achieve that differentiation, which is so important to us at everis. In this regard, Begoña Romero, a consultant with the technology broker branch of everis, i-deals,
which helps entrepreneurs in the scientific field to generate proposals of value for the market, explains that “going on Erasmus shows courage, a willingness to take on new challenges, certain social skills and adaptability. This range of skills are highly valued in any job.” Begoña did her Erasmus in Paris in the academic year 2007-2008. She is still in touch with many of the friends she made at the time, a stage of life in which her mind expanded to “start thinking differently; in short, to mature. There is no doubt that it was a watershed moment as regards my outlook on life”.
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26 PARTNERS EVERIS
In a world in which the word ‘talent’ has been bandied about so much it is now almost reduced to cliché status, everis believes that to be the ideal candidate, it is also necessary to have a positive attitude and an open mind. Without a doubt, going abroad builds the kind of aptitudes and talents that cannot be acquired in any other way during people’s professional careers or time at university. A positive attitude and an open mind are essential components in the mechanism that turns a person into an indispensable professional in a company like everis. Those that go through an international experience, either as students or in their first jobs, usually agree that as well as being recommended, it should almost be a compulsory part of the structure of any degree. “Going on an exchange equips you with skills and values that go beyond the purely academic, which are acquired in how you relate to people from different countries and cultures”, explains Antonio Curado. After completing postgraduate studies in the Swedish city of Umeå in the academic year 2011-2012, he joined everis and now works in the Seville office of the consultancy firm in its operation division, where he is a member of the team in charge of supervising and ensuring that all of the company’s projects are progressing in the most efficient manner. In the global, borderless market in which the major multinational firms operate, such as everis, languages are not just an aspect that help you stand out from the crowd; they are absolutely essential. Daniela Bazoberry is a case in point: an expert in consultancy for the banking sector at the everis office in Washington, one of the first projects she was assigned in her first few weeks as a consultant with the company was an international project on financial services, where she had to design the launch process for mobile wallets, or e-wallets, in Brazil, Germany, United Kingdom and Spain. The project called for knowledge of different cultures, being able to communicate in English, work as part of a team and
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learn about the particularities of the business in every region. “While working on that initiative, I had the opportunity of speaking to several managers, helping my colleagues complete the deliverables and thus take on more responsibility. These are aspects that I might not have been able to achieve without the knowledge and know-how I acquired during the Exchange Programme organised by ICADE University in Madrid in the academic years 20062007 and 2007-2008. I also learned that you should always have an open mind to learning every day, and that it is better to ask for help than to remain in silence”. These sentiments are echoes by Enrique Abad, a consultant with i-deals, a company belonging to the everis Group in Madrid. “An Erasmus gives you a different perspective, in personal and professional terms, in which everything is global and in flux, but at the same time, everything is connected”. After going on an Erasmus scholarship to Tampere, Finland, Enrique claims that the experience was so enriching that it gave him the confidence to face up to personal and professional challenges later on. He finishes by saying that an Erasmus “increases your thirst for learning and growing to achieve something great”. The same idea is shared by Elena Díaz, who took part in the Leonardo da Vinci programme doing an internship in a company based in Lisbon in the year 2000. Although her grant was initially for a threemonth period, she was offered the chance to go on there working for a full year. Nowadays, Elena is the leader of team at Innovation area at everis and she is still convinced that “in today’s globalised world, if your only perspective is that of your own country, then you’re missing out on a lot in academic terms, but also in your professional and personal life as well”. Given the economic situation affecting companies all over the world, a knowledge of languages is something that is more than necessary. Regardless of the country where you acquire your international
experience, English is always the “co-official” language of Erasmus, as well as the official language of business. The day-to-day dealings of a multinational consultancy firm like everis - with operations in thirteen countries and a staff of over 10,600 professionals - is really dynamic, which means that people with all kinds of professional profiles are needed. However, there is one requirement that is indispensable for anyone that works for us: they have to share our values. In fact, the entire organisation helped to review them and that is why we all decided that what sets us apart more than anything else are the following aspects: our demanding generosity; because we share in order to get things done and we grow by helping others to grow; our responsible freedom; because we do as we please and we commit on the basis of respect for others; and our creative energy; because we are passionate about what we do and we invest our passion in being the best in every area of our personal and professional lives. All of the values, the experiences, the maturity, the enthusiasm and the new prism that you hold up to the world after a stint abroad are what make people stand out from the crowd. At everis, we place the highest value on that global mindset and enthusiasm; no matter how many years go by, that is something that people don’t ever lose; something that they share and spread, so that every professional can be an all-rounded person that makes a valuable contribution to society.
Daniela Bazoberry Expert in consultancy for the banking sector at the everis office in Washington I did an International Business programme at the Northeastern University (U.S.), which had agreements with various different universities in France, Italy, the UK, Spain, Mexico, Germany, the U.S. itself and China, as well as other countries. As I chose to study through Spanish, I had the option of choosing between Spain and Mexico. The reasons why I decided to study in Spain were my Spanish roots, as well as my interest in travelling and learning about European culture.
Begoña Romero Balsa Consultant with the technology broker branch belonging to the everis foundation in Madrid When I left Santiago, there was a huge send-off at the airport with all my family, my friends, my friends’ parents...as if I was going to war. I boarded the plane in tears, as if there would be no tomorrow. Once I got past the metal detector, a girl came over and asked me if I was going on Erasmus. “Don’t worry, you’ll be fine. I’m from Santiago and I live in Paris. If you need anything, just let me know”. Nowadays that girl is one of my closest friends.
Enrique Abad Consultant with i-deals, a company belonging to the everis Group in Madrid I had the opportunity of completing my university degree with a methodology that was completely different to what I had been accustomed to. Apart from that, I developed my communication skills in a language that is not my mother tongue. In a context as complex as the present world, companies are on the lookout for global professionals. Language skills, the ability to adapt to changing circumstances and maturity are the qualities that set candidates apart when competing for a job. And these are definitely the qualities that are acquired in this kind of experience.
Elena Díez Lorenzana Leader of team at Innovation area at the everis office in Madrid The EU’s “Leonardo da Vinci” programme, which gave me the opportunity to complete an internship at a company, was what gave me my first insight into the world of business and consultancy. I’ve worked in four companies since then and I’ve evolved towards specific areas of knowledge, so I see it as an extraordinary precedent, more than anything else. If I had to decide on a single word, that word would be “opportunity”.
Antonio Curado Operations consultant at the everis office in Seville After completing my exchange and spending hours of study and work with people from over 30 countries and every continent, I can say that I am a more globalised person. In other words, I’m not constrained by the borders of my region or my country. Going on an exchange also gives you maturity and new skills that can only be acquired by working with people of totally different cultures. It gives you a broader appreciation of the possibilities of every individual.
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28 PARTNERS GNF
“The Energy of Your Dreams” First of all… please allow us TO introduce ourselves We are a leading multinational group in the energy sector, and a pioneer in gas and electricity integration. We operate in more than 25 countries, offering services to around 20 million customers worldwide. Our installed power amounts to 15.5 GW.
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These are our hallmarks, and with which we have become: > The first and largest integrated gas and electricity company in Spain and Latin America. > The third largest utilities company in the Iberian Peninsula. > Leader in gas commercialisation in the Iberian Peninsula. > Leading natural gas distribution group in Latin America. > One of the leading liquefied natural gas operators worldwide and a key operator in the Atlantic and Mediterranean Basins.
Our portfolio turns into your opportunities. Whole Gas and Electricity Value Chains backed up by corporate units. A wide variety of possibilities and profiles that conforms a business in which you can develop your career in more than 25 countries. That is, a chance of cultural and social diversity to be found different markets and business lines:
“Our main goal is to provide society with energy so it can increase its levels of development and well-being, building on our cornerstones of innovation, sustainability and people�.
> Power Generation > Trading > Commercialization > Gas distribution > Electricity distribution > Corporate activities
You will always have someome to share your ideas and concerns with, since there are so many of us that we could fill a football stadium RECRUITING ERASMUS
30 PARTNERS GNF
Gas Natural Fenosa, around 17,000 people involved in energy.
You will be able to increase your knowledge everytime and everywhere you are… due to our Corporate University. Just simply with your iPad, PC or electronic device, a world of knowledge will be opened. The average training ratio for our staff exceeds 50 hours/employee-year. With training – customized and focused to the personal and profesional development – as one of our main commitments to our staff.
We are interested in YOU and we seek your points of view, knowledge and skills. With your capability and potential that will help us keep growing; innovating and shaping a sustainable energetic model for the future. Gas Natural Fenosa is a project that is being developed day by day, and everyone has a role to play. Our human resources strategy promotes a working environment based on respect, commitment, training and professional development. Part of this undertaking is an ongoing strategy directed towards training and career opportunities for the whole workforce. Being in a motivating working environment that provides a good work-life balance, in a framework of equality and dialogue. Clarity is therefore essential when setting targets, in providing effective leadership, with acknowledgement of achievements based on results and inspiring a culture of empowerment. You will become what you feel like, within the strategic goals that you place upon yourself.
We do things with Integrity. Join us! Ethical behaviour, honesty, integrity and transparency are the values we convey to all the people within our company and who act on its behalf. In our opinion, this is the way the company must act if it is to deserve society’s full trust. An essential part of our company’s culture is the respect it shows for the principles of the United Nations and OECD Global Compact for corporate governance, expressly rejecting corruption, fraud and bribery. Internal measures have been implemented to prevent such activities. We have adopted the United Nations Universal Declaration of Human Rights and the Declaration of the International Labour Organisation and made them our own. Within the company, we have reinforced the principles set out in the above declarations through the following:
Our Code of Ethics, which sets out the principles governing our employees’ actions and mechanisms used to detect any conduct not in keeping with such principles. Our Human Rights Policy, approved by the company’s Management Committee and which is recurrent content in training courses, whereby we teach our employees to publicise, protect and encourage respect for these rights within the company’s sphere of influence. EFR Human and Social Development Certification endorsed by the Spanish Ministry of Health, Social Services and Equality for all our businesses in all countries and territories where we take operations. Bequal Certification for Excellence in Diversity, showing our openness towards integrating disabled people (licenced by Foundation ONCE - National Spanish Organization for the Blind).
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Two stereotypes about Erasmus that you´d like to recant It’s a long time since I went on Erasmus and the stereotypes may have changed; I hope so, anyway. In my day people used to say that university life was easier for the Erasmus students and that the professors treated us better. I myself discovered that this was not the case or that it at least depended on how serious the professor or the university where you were studying was. I have fond memories of a professor who was considered to be very demanding. She gave me a fail grade in my first partial exam because I had answered the open-ended question incorrectly. I had studied for the exam, but I didn’t understand the expression “fallo del tribunal” (court decision). I interpreted “fallo” to mean “error” and not as “decision” (with my current knowledge of Spanish, I now see that this latter meaning was the correct one). When I went to talk to her, in an attempt to have my grade reviewed, she said: “As you were awarded a grant, it seems that you are one of the best students in your university. Do you think you deserve to be treated differently just because you’re a foreigner?” Nowadays I’m grateful to her for having given me a fail grade in that partial exam, because she taught me a very important lesson: when it comes to learning, there are no short cuts. There are more and less demanding professors in every university, and students that are more or less skilled in getting them to treat them differently.
point in their life: almost always unjustified and from people that have never left their own surroundings.
Three essential items in the luggage of an Erasmus student Some things that no Erasmus student should forget to pack are: perseverance; depending on the destination, your stay can vary in length; but even in a short stay, things will happen to you and problems will arise and need to be dealt with, although they might make you feel like throwing in the towel. If you’re not a persevering person you’ll come home with your tail between your legs. Tolerance (and lack of stereotypes) is another crucial thing for an Erasmus student. It’s absurd to go to another country, mix with people from different cultures and then get carried away by clichés and prejudices that only promote racism. After all, racism is ignorance; it is only by getting to know people that we can learn to love them. The third element is enjoyment of learning. For me, the year I spent in Oviedo was the best one in my life: not only because good things happened to me, but because it was the most enriching. Experiences are good or bad depending on the use we make of them and what we learn from them. Regardless of how long it is, you have to make the most of your time on Erasmus because you will never again be in a position to learn so much.
The other stereotype is about everyday life, which is supposed to consist only of parties and drunkenness. In this case, too, it depends on what student you hold up as an example. The ones that are partiers in their own countries will carry on in the same way in another country and vice-versa. Obviously the absence of family authority gives you a certain degree of freedom that you wouldn’t have at home, but in the end you still have to be responsible and pass your exams.
Two unknown aspects about Erasmus that you think everybody should know about It’s hard to generalise but there are two aspects of Erasmus that stood out for me and are not discussed very often; one is how hard it is not to have your family close by. The lack of psychological support means that you grow up more quickly but it almost always leaves some mark on you. The other aspect is the welcome you’re given in the country where you study. We’re used to thinking that racism is only about the historical difference between black and white. However, you realise that the racist dichotomies can also be North/South, fair/dark, right/ left, or be about people’s social class, physical appearance and personality. I think that anyone who has ever lived abroad will have experienced a moment of rejection at some
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32 PARTNERS HEINEKEN espa単a
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Why
HEINEKEN Spain?
Because we’re the Spanish brewing company with
70
the highest number of brands Because we have operations in over Because we have a
countries
great working environment
Because of our constant
innovations
excited committed quality
Because we are
about and
to what we do
Because of our focus on
and
sustainability
Because of the
opportunities for progression Because we are with you at your
favourite events young talents Because of our
programmes
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34 PARTNERS HEINEKEN ESPAÑA
What opportunities are available to me at Heineken Spain as a.....
STUDENT?
Six-month long paid parttime internship in one of the company’s various areas.
RECENT GRADUATE?
Year-long full-time paid intership and posgraduated education (bilingual master´s).
GRADUATE WITH 2-3 YEARS OF EXPERIENCE?
Managers of the future. Two years of professional development with various assignment in different areas of the company.
Join the HEINEKEN challenge!
#Talentage: A different experience What would you do if were given the chance to join a network of young talents with a different educational background, more orientated to the corporate environment? And what if it also gave you the opportunity to start your career in HEINEKEN Spain? #Talentage is a programme lauched by the Fundación Cruzcampo aimed at Andalusian recent graduates, a unique training experience to recognise young talents in the region. Around a thousand candidates applied to participate in the first edition of this programme, which took place RECRUITING ERASMUS
between May and July 2013. The selected 30 candidates enjoyed a three-day experience of teambuilding and training in different subjects such as creativity, leadership, marketing and personal branding, with firstclass seminars conducted at HEINEKEN Spain facilities. At the end of the whole experience, the top three participants were awarded a six-month work placement in HEINEKEN Spain. #Talentage’s second edition will start in September 2014. Keep a close watch on the next call for applications!
Why work for HEINEKEN? Elena Martín - Trainee in Marketing PASSION for doing a job well done is one of the maxims for
#WorkingatHEINEKEN
Sergio Tagua - Logistics Analyst
#WorkingatHEINEKEN started off as a dream, became my present and I’m convinced it’s going to be my future Ana Jiménez - Trainee in Corporate Relations
#WorkingatHEINEKEN
has given me an insight into how a global company works and the most entertaining side of beer Jorge Fernando Marina - Finance Analyst
Thanks to #WorkingatHEINEKEN, I have been able to develop professionally and be part of a committed team facing motivating challenges María Ybarra - Trainee in Finance My Erasmus experience helped me in
#WorkingatHEINEKEN a global company that offers me a great deal from the professional perspective. Andrea Larraya - IGP in Amsterdam
#WorkingatHEINEKEN gave me the chance to grow in the area I want to work while living abroad at the same time.
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36 PARTNERS ikea
Our Human Resource Idea To give down-to-earth, straightforward people the possibility to grow, both as individuals and in their professional roles, so that together we are strongly committed to creating a better everyday life for ourselves and our customers.
Our vision To create a better everyday life for the many people: maintaining a strong culture is one of the most crucial factors in generating unity and strength among our collaborators. We keep the IKEA spirit alive with various initiatives that motivate our people towards empowerment.
The Business Idea We shall offer a wide range of well-designed, functional home furnishing products at prices so low that as many people as posible will be able to afford them.
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38 PARTNERS IKEA
With Entre todos/as, we all benefit from the advantages of working at IKEA, such as: Savings Plan and Pension Plan, Canteen, Maternity/ Paternity Allowances etc.
This year we added the
Flexibel programme for all IKEA collaborators.
It enables you: To exchange part of your gross salary for a number of products or services that are advantageous from the tax perspective To get the most out of your salary depending on your needs
We also have a
variable remuneration programme for all IKEA Ibérica collaborators, called the One IKEA Bonus.
tors are entitled to All IKEA collabora on nus system based benefit from this bo ess . people and busin shared targets, i.e growing together.
ar e, inspired by Ingv s loyalty programm p’ ou Gr EA IK th e wi th p This is of the IKEA Grou share the success Kamprad’s wish to u” in Swedish and ! means “thank yo ck Ta . rs to ra bo lla our co s for their anking our worker th of y wa a is e m success. this program have made to our ey th n io ut rib nt co loyalty and for the retirement plans. ents to individual ym pa Tack! makes
All of these benefits offered by the group are intended to reinforce IKEA as a great place to work, now and in the future.
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Attracting talent We believe in developing talent and diversity and that is why the training and development of our employees are two of the company’s strategic priorities with a view to continued growth in the coming years. IKEA needs professionals that can add value to the company. That means they have to want to and be willing to keep on learning. We believe that every person is capable of improving, which means that it will be possible to build your professional career both in your own country and abroad. Some examples of our key training programmes are: VIKING annual programme: participants acquire knowledge on different areas of the business. There are three levels: regular staff, section managers and department managers. The ultimate aim is for participants to attain a higher level of responsibility. Backpackers international programme: over 15 people from our country have taken part and we have welcomed over 10 foreign collaborators in our shops and units.
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40 University Outlook NICOLAS DIAZ DE LEZCANO / LOURDES SARMIENTO RAMOS
Nicolás Díaz de Lezcano Vice-Rector for Student Affairs and Employability at the ULPGC (University of Las Palmas de Gran Canaria) and Coordinator of the Employment group of RUNAE (University Network of Student Affairs).
Lourdes Sarmiento Ramos Director of Training Guidance and Employability at the ULPGC.
Work Placements: A Tool To Improve The Employability Of University Students Today, the majority of Spanish universities offer a wide range of official undergraduate and postgraduate degrees, as well as their own degree programmes, that incorporate external work placements including curricular and extracurricular, official and international programmes. The most prominent international initiatives are the ERASMUS-PRÁCTICAS programme for university students and the LEONARDI DA VINCI programme for graduates. They offer university students the opportunity to participate in work placements in organisations in other European countries which will equip them with complementary professional competences that will enhance their employability in the global labour market.
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In recent years, the segment of the Spanish population with higher education has increased significantly and the number of university graduates has risen by 5.6% in the last decade (83.4% in the last 20 years) (data drawn from the report “Datos y Cifras del Sistema Universitario Español” [Data and Figures of the Spanish University System] carried out by the Ministry of Education). However, the creation of jobs corresponding to these levels of qualifications has not increased at the same rate. This situation has worsened due to the economic crisis that Spain has been suffering since 2008. This reality highlights the need for university students to acquire complementary training that will contribute
to improving their academic training and also provide added value through the acquisition of competences and skills that will enable them to enhance their employability. Therefore, external work placements provide students and/or graduates with the opportunity to discover the global scale of the working environment, the pace of work, working conditions, different roles, labour relations, etc. This is particularly relevant given the general belief in the business world that graduates have an abundance of theoretical knowledge but lack the skills and competences required in real-life working environments. Therefore practical experience is fundamental for acquiring these skills. External work placements enable students to complement their academic training with practical content, relating their university studies with the professional world and job prospects. Therefore, work placements constitute a magnificent mechanism to connect the university and companies, offering students experience in the world of work. This is very useful for their future insertion into the labour market and provides companies with a pool of graduates with high potential, who are capable of contributing new knowledge and new ways of doing things and also enables them to establish relations with the universities, giving rise to cooperation in the field of R&D&I and continuous training. Furthermore, external work placements are becoming an excellent tool for companies when selecting qualified personnel, facilitating the employment of recent graduates. The university and the business world have a crucial and proactive role to play in improving the employability of university graduates. They must establish all the mechanisms that guarantee the normal development of work placements, ensuring their quality and, where necessary, adopting measures to fulfil the objective of preparing graduates to improve their employability through the acquisition of competences and the development of their capabilities.
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42 PARTNERS INDITEX
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WHO ARE WE You may have heard of us, Inditex Group, in one of your classes. Since the opening of the first Zara store in 1975, Inditex has been growing andnowadays our Group is one of the main companies devoted to design and retailing in the fashion industry, with stores representing its eight brands in the principal shopping areas throughout the five continents of the world. Innovation and flexibility are the main features which stand out in the management style of Inditex – notions shared by all who work for the team.
We are a 120,000 strong workforce, spanning more than 80 nationalities, a multicultural team in which internal promotion and career development on an international scale are a constant. Inditex is, overall, a sociably responsible company, always working to better the social and physical environment. Our shops are eco-efficient and use recycled materials in order to minimize the impact on the environment. Our factories and logistical centres use renewable energies and we always endeavour to transmit this responsibility to all our suppliers.
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44 PARTNERS INDITEX
Manu Rodríguez GRAPHIC DESIGNER INDITEX
ERASMUS CITY: O Porto (Portugal) ERASMUS UNIVERSITY: de Economía do Porto.
Business Studies, Faculdade
THE BEST THING: the city; the charm of the decadent yet at the same time modern and cosmopolitan architecture. THE WORST THING: losing contact with some of my Erasmus classmates. FAVOURITE PLACE IN THE CITY: Lello e Irmao bookshop - its staircase, glass cabinets and charm have led it to be considered the most beautiful bookshop in Europe. FOOD: the francesinha, fattening as it is, you cannot come to the city without trying it. MUST-DO: an evening of Fado in a hidden bar in the Ribeira. WHAT DID YOU GET OUT OF THE ERASMUS EXPERIENCE?: Aside from perfecting the language, it gives you the chance to feed your curiosity and interest in how people live and work in other countries – fundamental when thinking about your future career. HAS BEING PART OF THE ERASMUS PROGRAMME HELPED ME IN MY WORK?: Living a year abroad with people from different cultures makes it easier when you work in a company in which you are always dealing with people from different countries. It helps you understand that, although each country has their own way of doing things, if it is done well, it is just as valid.
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YOUR TALENT IS WHAT KEEPS US GOING
We invest in you as an individual and as a person. Your growth helps us in turn grow as a company. We want you to have your own style, ideas and for you to share them with us, for we are a team. We are self-demanding and are always looking for humble, even simple innovation. Here, we are all important.
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46 PARTNERS JANSSEN
Caring for the world, one person at a time... inspires and unites the people of Johnson & Johnson. We embrace research and science bringing innovative ideas, products and services to advance the health and well-being of people. Employees of Janssen as part of the Johnson & Johnson Family of Companies work with partners in health care to touch the lives of over a billion people every day, throughout the world.
Our Family of Companies comprises:
> > > >
The world’s sixth-largest consumer health company The world’s largest and most diverse medical devices and diagnostics company The world’s fifth-largest biologics company And the world’s eighth-largest pharmaceuticals company
We have more than 275 operating companies in more than 60 countries employing approximately 128,700 people. Our worldwide headquarters is in New Brunswick, New Jersey, USA.
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Our Credo is Our Guiding Philosophy The overarching philosophy that guides our business is Our Credo, a deeply held set of values that have served as the strategic and moral compass for generations of Johnson & Johnson leaders and employees. Above all, Our Credo challenges us to put the needs and well-being of the people we serve first. It also speaks to the responsibilities we have to our employees, to the communities in which we live and work and the world community, and to our shareholders. We believe Our Credo is a blueprint for long-term growth and sustainability that’s as relevant today as when it was written. Robert Wood Johnson, former chairman from 1932 to 1963 and a member of the Company’s founding family, crafted Our Credo himself in 1943, just before Johnson & Johnson became a publicly traded company. This was long before anyone ever heard the term “corporate social responsibility.” Our Credo is more than just a moral compass. We believe it’s a recipe for business success. The fact that Johnson & Johnson is one of only a handful of companies that have flourished through more than a century of change is proof of that. Communicating it to J&J’s multiple subsidiaries, so that each company lives it, is one of the J&J Chairman’s major responsibilities. The Strategic Framework of the company starts with Our Credo, the guide to help us navigate our way through challenges and opportunities. From Our Credo, Our Aspiration emerges – by caring, one person at a time, we help billions of people around the world live longer, healthier and happier lives. We build from this foundation a unique set of strategic principles. We are broadly based in health care. Our focus is on managing for the long term. We operate under a decentralized management approach. And we do all this through a unique culture that values and fosters the development of our people.
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48 PARTNERS JANSSEN Our Leadership Imperatives They guide us to lead in a bold, decisive and disciplined way. Based on best practices for leadership as well as on insight from internal and external benchmarking, the Leadership Imperatives are rooted in Our Credo and aligned with the tenets of our strategic framework. These Leadership Imperatives must be lived in a manner consistent with Our Credo. The Leadership Imperatives are an interconnected set of behaviors that tell us how to lead such that we can continue to care for the world and reach the next billion patients and consumers. Executed successfully, the Leadership Imperatives provide personal development by creating an environment where Johnson & Johnson employees can all thrive… a place where they can have unparalleled insights, drive meaningful innovation, and achieve vibrant careers and inspired performance.
People
and Values
People and values are Johnson & Johnson’s greatest assets. We know that every invention, every product, and every breakthrough we’ve brought to human health and well-being has been powered by people. Our people strive to make a difference. We believe the shared values embodied in Our Credo help us attract and keep the most talented values-driven people in the world.
Johnson & Johnson companies are known for the high level of commitment and caring that employees bring to their work for customers, to their professions, and to their teams. This culture is interconnected by the shared values of Our Credo. It’s a culture that celebrates diversity and diverse perspectives. It helps employees achieve an effective mix between work and home life and supports their efforts to have a positive impact on their communities.
In Janssen we are looking for your passion: “It’s not just about finding a job. It’s about finding a home for the passion you bring to your work—a place where other people share your aspirations...”. “Finding the right work environment will be a critical factor in your success. We invite you to take a closer look at our Family of Companies to be sure our goals and values align with your aspirations”.
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Talent Acquisition Team Iberia
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56 PARTNERS LIDL
58 PARTNERS MICROSOFT
Microsoft Iberica is the Spanish subsidiary of Microsoft Corporation, worldwide leader Company in software, services and Solutions that help people and companies to develop their full potential. In the last year we are facing challenging changes, moving around a new strategy of services and devices and working hard to achieve our goals. We´re a global company in over 100 countries, but we often act like a startup. We do software-but we also do hardware, services, research, and community outreach. We work hard, but we value work/life balance, and each of us defines what that means to us. Here at Microsoft Spain, we help change the way the world lives, works, and plays.
Get Started Creating the Future!
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Where do you want to go? Imagine the opportunities you’ll have in a company with 90,000 employees in more than 100 countries, working on hundreds of products.
We care about our people
Diversity and inclusion: We believe that a diverse employee base with varied experiences enables us to better serve our customers’ needs and creates a competitive advantage in the global marketplace. Work/life balance: We understand and value the importance of offering flexible hours and work-from-home options. New Way of Work: Want to work in a collaborative environment, have meetings in functional areas, take a break, take a coffee or even play Xbox 360? We´ve just inaugurated our new offices and let me tell you a secret: they are amazing! Career Development: The choices are yours. At Microsoft you´ll have an amazing range of opportunities. You´ll never stand still at Microsoft. Best Place to Work: It´s our eighth consecutive year being on the top five.
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60 PARTNERS MICROSOFT
Flexibility
Career Development
11 years ago, the company launched a Human Resources policy based on a program of flexible working pioneer in our country. According to the philosophy of the company, workers are measured by its results and objectives instead of the hours they stay at the Office. Tailoring each employee’s work/life balance to meet individual needs, we offer the tools to support different work styles.
At Microsoft your talent is our passion and that´s why we want you to develop your career without limits. Working here, you will have an amazing range of opportunities. You might become an expert in a particular field or build proficiencies across many areas. You might be an individual contributor or become a manager. Because we have so many kinds of jobs in so many different places, you can stay in one building, city, or country, or you can cross borders—in person, or virtually.
The keys of this success are teamwork, trust between the manager and employees and self-management of time. Some of the benefits of flexible working are: increased productivity, radical decline in absenteeism, increased motivation and implication of employees, improvement in the working environment and increased the employee´s pride of belonging to the Company.
Your career and professional development is a partnership between you and your manager, reinforced by our numerous career resources. And as much as we’re here to support you, we believe your career is an individual adventure. You drive your career development plan while your manager assists and coaches you, and we provide a framework with the tools and resources you need to succeed. One thing is certain: You’ll never stand still at Microsoft.
Students and Graduates Program
At Microsoft, we´re creating the future together. We´re looking for people who are passionate about technology, who love taking on big challenges and who want to make a difference in the lives of hundreds of millions of people worldwide. Participants must have excellent English and interpersonal communication skills. You’re a strategic thinker, able to balance your individual creativity with working on a team. A high degree of customer and partner focus is also important.
Microsoft Academy for College Hires (MACH) Our MACH programs provide the perfect transition between academic and professional life. They help you develop the professional skills to establish a successful career at Microsoft. There are available Sales, Marketing and Technical Programs.
What can I expect? The Sales, Marketing, and Technical programs are two-year international graduate courses. The first year is structured academy training, and the second focuses on career development. The programs are RECRUITING ERASMUS
for participants with less than 18 months of work experience. Though challenging, they equip you with the skills and knowhow required for a rewarding career.
Real experiences Listening “You are hired” from Microsoft feels like a rollercoaster, it is an amazing new. Add amazing trips abroad and meeting awesome and unique people to the hiring and you will realize that being part of the MACH program is an unexplainable feeling. It is a program with on-the-job learning, focused training, exposure to leaders, and access to a global network that helps me start strong, accelerate my time to productivity and realize my full potential. What else do you expect? (Israel Arribas, MACH)
Being a MACH Hire in Microsoft is a really great opportunity after you finish your studies. Microsoft is a good company to start working and being a MACH makes it better. You will start doing your job tasks at the same time you will be included in special training programs, you would have a mentor among Microsoft managers and you will travel to different parts of the world in our international trainings. However, the best part, is the people. You will join a team with really high experienced people that will help you to become a great professional. (Jose Angel Fernández, MACH)
I can describe my experience as MACH in Spain in one word: AMAZING. This past 4 months I’ve been able to learn from a company that invest on its people and offers the opportunity to go beyond. Challenges come every day and it’s always good to know that you have a community of other MACHs like you in your country & all over the world that will be more than happy to help you and encourage you to succeed. (Diana Salamanca, MACH)
Internships in Spain With an opportunity to make a real difference in a variety of roles, a year-round internship at Microsoft Spain (Barcelona, Sevilla, Bilbao, and Madrid) is the beginning of your professional development! Each year, we have 35-40 positions available. You´ll stretch your skills in new directions and take your talents to new heights. You´ll become a part of a close-knit community that is driving innovation in Spain. You´ll network, learn from the best, and share your ideas. You´ll have fun as part of the Microsoft Spain team!!! Internships are available in Marketing, Technical, Human Resources, Finance and more!
Real experiences Working as an intern at Microsoft, has been a great opportunity, and above all an amazing experience. During this time, Microsoft has given me a technological global business vision, the possibility to actively participate in its strategy, and above all I want to remark the most important thing, extraordinary work atmosphere and the professionalism of my colleagues, who have made that this great opportunity to become an a great experience. (Jacobo Monereo, Intern) The internship in MS has allowed me to experience how is to work for an international company. It gives a wide perspective on the different business areas involve in making it work.
It is interesting in order to work in a multicultural environment with people from all over the world. (Monica Izquierdo, Intern) Here at Microsoft Spain, we help change the way the world lives, works, and plays. Explore our job opportunities and, if you like what you see, consider joining us—our people are some of the most extraordinary people you’ll ever meet.
http://careers.microsoft.com/
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62 PARTNERS MSD
MSD is a leading healthcare company worldwide that contributes to promoting international health. MSD is known as Merck & Co., Inc. in the United States and Canada. With our medicines, vaccines, biologic therapies, consumer care and animal health products, we work with our customers operating in over 140 countries to offer innovative healthcare solutions. We also demonstrate our commitment to improving access to healthcare with our far-reaching programs to donate and deliver our products to the people that need them. MSD has 80.000 employees worldwide. In Spain, it provides employment to 1,300 people, over 50% of whom are women (with 50% representation at executive level). MSD is currently positioned among the Top 5 pharmaceutical companies: in terms of sales and market share in Spain, and worldwide in terms of product donation and philanthropy, according to the prestigious Access to Medicine Index 2012 (ATMI).
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OUR WORK IS SOMEONE´S HOPE JOIN US
Alfonso Mostacero Human Resources Director
Why is MSD taking part in the Recruiting Erasmus project? What qualities do you look for and value in candidates? MSD has two main goals when it comes to today’s students, and they are both aligned with what the program offers. On the one hand, we are interested in candidates that have international experience and all the added value that is associated to this kind of profile; on the other hand, we want to be one of the leading firms for university students that are starting their professional career. Apart from the international experience, we believe that Erasmus students learn other languages during their time abroad, as well as a broader appreciation of other cultures and of the importance of diversity, better adaptability and the ability to deal with change. What makes Erasmus students an attractive group for MSD? We look for talent with an international mindset and we believe that Erasmus students are geared towards that profile. To what extend is this initiative integrated in the company’s policies? MSD is a global company that is present in almost every country in the world. That is why we need professionals
that are familiar with other cultures and who are ready and willing to start their professional careers in an international setting.
JOINING MSD Why is MSD such a good prospect for employment? We are a company that looks after its employees, offering great flexibility at work (flextime, intensive working hours, etc.), a flexible comprehensive benefits policy and, in general, an inclusive working environment that promotes motivation, a sense of belonging and teamwork. We have extensive experience in offering opportunities for development at national and international level, regardless of the area of the company that you join; many of our employees in charge of global or European roles work from Spain. Each and every one of our team managers has the goal of attracting and developing talent. At MSD, you work and learn day by day with the best professionals in their functional areas and you are constantly improving your employability so that you can take on more ambitious challenges in the years to come.
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64 PARTNERS MSD
How would you describe the people at MSD? We are convinced that our work helps to enhance and extend the health of millions of people worldwide (Oncology, Immunology, Vaccines, Alzheimer‌) and that our personal and professional commitment to that mission is what determines our status as excellent professionals and an exceptional company. The professionals that make up the MSD team share the following leadership standards: > They focus on customers and patients > They act with courage and candor > They make fast and disciplined decisions > They collaborate with others > They enhance results > They promote talent development > They demonstrate ethics and integrity
How can people join MSD? We are included on the Recruiting Erasmus website. Our job and internship opportunities are posted on a rolling basis on the website www.msd.es/ trabaja con nosotros. What advice would you give to a student that wants to work for MSD? How should they go about the process? They should show enthusiasm, motivation, drive and the intention to give their very best.
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It is important for us to hire professionals that are able to make fast, disciplined decisions, act with courage and honesty and focus on the needs of our customers.
MSD, CAREER, TRAINING How are careers planned at MSD? On the basis of our company culture, we ask all our employees to manage their own Individual Development Plans and our managers support them in putting it into practice. Although in Spain opportunities mostly arise in Sales, Marketing and Business Support, we also hire professionals in other areas (Production, Engineering, Finance, IT, Human Resources, etc.). What kind of position would an Erasmus student be eligible for? MSD has a 12-month internship program for recent graduates. Once those 12 months are up, the interns with the best fit and the highest potential, mostly in the areas of Marketing and Business Support, can qualify for a contract with the company, and during their first years with MSD they occupy different positions that enhance their professional development. What is training like at MSD? We offer state of the art training and development resources to all our employees, and have been offering and investing in a very attractive virtual campus for a decade. We also ensure that every employee draws up their Individual Development Plan, a training plan that is built according to their current responsibilities and future aspirations.
Andrea
Erasmus: Università degli Studi di Roma, Italy, 2008
There are real opportunities for professional development in MSD. Since I first joined 3 years ago through Recruiting Erasmus, I have been assigned to 3 different positions and two destinations that have enhanced and rounded out my professional profile. When you know that training plans, career plans, international destinations and cross-disciplinary assignments lie ahead...then you are sure that you are the one that is designing your own career path!
Teresa
Erasmus: Università degli Studi di Trento, Italy, 2004
At MSD you realize that you are working in a solid, leading multinational with a global presence. You have access to extensive resources and support in doing your job, international career prospects...and all this in a dynamic working environment that constantly challenges you to give your best.
It is truly rewarding to be part of a global company where there are no borders and where your colleagues may be seated at your side, or in the United States, Mexico, Switzerland, Japan...
Laura
Erasmus: Università degli Studi di Bologna, Italy, 2005
I am proud to work for MSD because we are a very innovative company that invests billions of Euros on researching drugs that extend and enhance patients’ quality of life. We are also ranked among the companies in the world that make the largest contributions to NGOs. For example, we run programs such as Merck for Mothers, to prevent the death of mothers giving life in the Third World, or Mectizan, which has avoided blindness in tens of thousands of people of Latin America and Africa over the last 25 years. The commitment to innovation and the culture of continuous improvement make you feel every day that what we do really matters.
Victor
Erasmus: University of Stockholm, Sweden, 2008
For me it was a huge challenge to join a company formed by professionals as highly qualified as the staff of MSD; best of all, this means that I learn from my colleagues on a daily basis and benefit from the best possible working environment. It is also very rewarding to be among the top multinational companies that offer the most training resources to their employees.
Inmaculada
Erasmus: University of Surrey, Guildford, U.K., 2012
Among other aspects of MSD, I would like to highlight the importance it places on achieving a good work-life balance. The working environment is excellent and the company also leads the way when it comes to flexibility measures, equality and promoting gender diversity (more than 50% of staff are women, at all levels of responsibility!). This is in addition to flexible remuneration programs and benefits that are far superior to those of other companies. I am proud to be part of this great family that is MSD.
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66 PARTNERS PROSEGUR
Prosegur,
for many reasons
A great company > Founded in 1976 > Present in 17 countries on 4 continents > With a work force of 150.000 professionals > And more than 390.000 clients worldwide RECRUITING ERASMUS
Prosegur is one of the leading companies worldwide in the private security sector. Our team comprises more than 150,000 employees; we are present in Asia - China, India and Singapore –, Europe - Germany, Spain, France, Luxembourg and Portugaland Latin America -Argentina, Brazil, Chile, Colombia, MÊxico, Paraguay, Peru and Uruguay-. We have recently started business in Australia, so we are already in 17 countries on 4 continents.
On-going innovation We currently offer services covering various fields of security: Guarding, Cash in Transit, Technology and Alarms. Which allow us to offer global security solutions. We constantly invest in R&D in order to stay ahead and be able to offer our customers an added value in security. Furthermore, our professionals receive ongoing training allowing them to be updated of the latest and most innovative safety systems.
Since the beginning of the Company in 1976, we base our work on a business strategy clearly differentiated: being customer oriented, quest for excellence and quality in service, coupled with a strong financial position. This approach has enabled us to become a market leader with over 390,000 customers worldwide. RECRUITING ERASMUS
68 PARTNERS PROSEGUR
Full of challenges and opportunities
Outstanding commitment with society
>
>
>
In 2012 we developed several talent management policies and provided more than 2 million training hours We offer career development and professional growth opportunities in a company at the forefront of technological innovation
We seek to have a highly motivated team, with challenging opportunities for personal and professional development. To do so, we adopt a culture of proven merit as one of our distinguishing marks and invest in education and training of our employees. For this purpose, we carry out human resource policies aimed at talent management that enable us to have the best people and offer them growth opportunities. Our staff recruitment and selection processes, our career planning process and the development of Prosegur´s technological tools, designed to achieve operational excellence, are characteristic elements of a leading company who is committed to innovation in order to incorporate a range of services tailored to the needs of each specific client.
>
We are a responsible company, committed to creating value for all our stakeholders We channel our social action through Prosegur Foundation, which in 2013 has benefited more than 34,600 people
In Prosegur we understand that responsible management should be a fundamental part of the corporate culture of a company and therefore, we are committed to creating sustainable value for our employees, customers, shareholders, suppliers and society in general. We work with the conviction that our leadership should be comprehensive – focusing on economic and financial as well as social priorities. To this end, we channel our social and cultural actions through Prosegur Foundation, which helps building a more supportive and less unequal society, fostering education, employment and social integration of people with disabilities as well as corporate volunteering. In 2013, more than 34,600 people have benefited from the projects undertaken by our Foundation in the countries where we operate.
The best professionals and people > >
87% of our employees believe the company is a good place to work in 85% of the staff has a permanent contract
We are a benchmark employer, a leading choice for jobseekers, creating a wide range of quality jobs in every market in which we operate. The goals achieved by the Company in recent years have been made possible thanks to the talent and commitment of our 150,000 employees. Since its inception, Prosegur has been an internationally oriented company. We are currently in a process of expansion where everyone may grow and find the job that most suits them. We are aware that one of our pillars of growth is our team, ambitious yet unassuming, hard-working professionals who perform their jobs with energy and passion. In recent years, we have managed to build a global and multicultural team, in which the combination of knowledge and experience of professionals with extensive careers in the Company, together with the energy of new young people, enables us to be a benchmark in the 17 countries in which we operate. Our greatest asset is undoubtedly our staff: a highly qualified team that shares the values of the Company, and works every day to better meet our clients´ requirements.
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Marta´s Interview
Why do you think Prosegur is a great company? Prosegur has a growth strategy underpinned by innovation and close contact with customers. It is also a company with a clear international vocation which seeks to enter new markets and position itself as the leading company in the field of private security. A clear example is the outset of its activity in Australia last December. Do you believe you work with the best professionals and people? Definitely, the working environment is excellent, there is a great team spirit and a struggle to excel, and this ethos is a stimulus for my professional development. In addition, my colleagues have paved the way for my smooth integration into the company, always willing to lend me a helping hand whenever I needed it. What challenges and opportunities does Prosegur offer you? Since I started working at the company, just 6 months ago, I’ve had the opportunity to take part in projects in Spain, France and Australia, and I am constantly learning. Personally, I also greatly appreciate the opportunity of working with people from other countries.
Are you proud of making a better society in which to live in?
What are your main reasons for working in Prosegur?
Yes, I hope to take part in building a better society by applying all my will and my abilities and passion in this new professional adventure, and by being part of a company that works to ensure the security and protection of thousands of people worldwide.
From my point of view, it is essential for my career to work in a great company, both nationally and internationally acknowledged and that provides employee´s training programs and career development opportunities.
I am also very proud of the work carried out by Prosegur Foundation, which, among other things, encourages employees to engage themselves in corporate volunteer activities.
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70 PARTNERS REE
t
he proper functioning of the electricity system and ensuring the energy supply to the distribution network 24 hours a day, 365 days a year is made possible due to the team of 1670 highly qualified professionals who currently make up the workforce. A quality, efficient and continuous electricity supply service is the result of a responsible business management and the human resources of the Company. Thus, satisfaction, job stability and development of the personnel, are the main objectives of the set of policies of the organisation. Moreover, as sole transmission agent and operator of the Spanish electricity system, the relation Red Eléctrica maintains with other TSO’s (Transmission System Operators) is critical, so the knowledge of foreign languages is a highly sought after ‘value add’ in the selection process. Juan Majada, Human Resources director of the Company, explained that initiatives such as Erasmus Recruiting “allow the Company to consolidate its employer brand,
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but more importantly, they offer the possibility to maintain an open position towards the university world.” “It is important that the Company maintain a direct connection to the reality of the university world in order to guarantee the attraction of the best talent, as integrating and enhancing the international practice is of great value for companies”, adds Mr. Majada. Red Eléctrica promotes internal rotation and the training and specialization of its employees, therefore the aptitudes that candidates present regarding their ability to adapt to different environments and scenarios become of vital importance in the selection of personnel. In this sense, Mr. Majada highlights that “the Erasmus experience is an excellent opportunity for personal growth and development because students face the challenge to adapt, albeit temporarily, to a new social, cultural, educational and linguistic environment, which can develop their level of independence and responsibility. I think it is a unique experience that develops maturity, adaptability and flexibility which can be very useful in their integration into the workplace”.
Red Eléctrica de España (REE), established in 1985, is the sole transmission agent and operator of the Spanish electricity system. Its mission is to ensure the continuity and security of the electricity supply making it one of the essential links to enable electricity to flow from power stations to distribution points in the cities.
Working in Red Eléctrica de España Continuous improvement management model
r
ed Eléctrica de España seeks the best professionals from a huge bank of candidates and selects the most suitable profiles according to the job position offered. But, to retain this talent, Red Eléctrica makes a great effort to improve the development and management of human resources on a day-by-day basis. Specifically, Red Eléctrica received the 2013 Randstad Award for being one of the most attractive Spanish companies to work for. The Company also was awarded the 2012 Fundación Alares National Prize for the Balance between Work and Personal Life, and for Social Responsibility in the category
“Large Enterprise” for its continuous improvement business model. The effort of the Company to manage talent is evident in many actions such as: the Practica+ scholarship programme aimed at newly qualified young people without work experience, induction plans for new employees, technical training tailored to each job, language and specific development plans as the “bank of potential” for the development of managerial competencies. In addition, the human resource policies of Red Eléctrica ensure responsible people management by promoting worklife balance policies and the implementation of measures to ensure equal opportunities, as well as a strong commitment to promoting the implementation of best practices regarding health and safety in line with the “healthy company” model. Thus, the management of human resources of the Company is committed to continue maintaining, retaining and attracting talent as a business growth strategy in order to continue to offer the maximum guarantee of quality of the electricity supply.
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72 PARTNERS REE
Erasmus in REE
Irene Elordi
works in the Operation Markets Department and for one and a half years was in France thanks to the Erasmus programme. This experience, explains Ms. Elordi, served to “consolidate my knowledge of the French language”; furthermore, her stay in France allowed her to complete her thesis for her degree with a French company, which made her CV much stronger.
“The ability to adapt to any environment, situation and international environment”
is one of the most valuable pieces of knowledge that Irene still retains from her Erasmus stage and which she applies on a daily basis. Also, this 26-year-old engineer believes that the Erasmus scholarship is an international experience that serves as a “distinguishing factor
from other applicants, an added value for companies”.
Having to routinely deal with other European operators, Irene Elordi considers that having the Erasmus experience behind her is an advantage, both for her and for the Company.
Ricardo
Peiró
Meanwhile, , a 28-year-old engineer who works in the Company’s Electricity Planning Department, went on an Erasmus scholarship to Bristol (United Kingdom) in the 2006-2007 academic year. When looking back, Peiro says, “for me, the
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scholarship meant the opportunity to expand my horizons and discover new ways of living and understanding life”. In addition, he assures that international experiences can “very positively lead towards new and sometimes more complex challenges” both personally and professionally because it is “an advantage” in dealing with colleagues, suppliers and customers. “I understand that my
decisions might be different if I had not taken advantage of this scholarship”, said Peiro.
According to Peiro, international experience brought him an improvement and refinement of a foreign language, a very relevant fact for Red Eléctrica during the selection process; as well as a great improvement in the ability to adapt to unfamiliar situations and environments; optimisation of social skills and a great life experience without which he wouldn’t have become the person he is today.
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74 University Outlook FEDERICO MORÁN
Federico Morán General Secretary of Universities.
Opportunities for university students
I
t is precisely during times of change and transformation when the value of higher education plays a more important role in society. And undoubtedly, as well as being an engine to advance knowledge, universities must also promote the social and economic development of Spain. The government therefore should support all education initiatives that foster closer links between the university environment and the business world. This is the objective of the initiatives developed by the Ministry of Education, Culture and Sport, such as the work placement programmes, ARGO GLOBAL and FARO GLOBAL, which have generated some very promising results in terms of the employability of our students. Another initiative is the programme implemented by this Ministry last year together with the Ministry of Industry, Energy and Tourism, “Introduction to the Process of Creating Companies: student entrepreneur”, aimed at master degree students in all Spanish universities. More than 870 students from 47 universities participated in this free extracurricular module. The objective of this programme was to educate the students in enterprise creation and stimulate them to create new companies, providing them with the tools necessary to design a business plan. In short, our aim was to ensure that the participants had a global perspective of business and to teach them how to design a business plan; why such a plan is necessary, who it should be aimed at, what information to include and where to find this information. We were also seeking to promote selfemployment. As well as fostering an entrepreneurial spirit among our students, we should also promote employability as a determining value of our future university degrees. Therefore, one of the new projects being developed by the General Secretariat of Universities is to complete the Ministry’s Integrated System of University Information (SIIU) with data relating to the labour market insertion of university graduates. This information may play a decisive role in the student’s choice of degree course or educational centre.
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As well as being useful for students, this information will also be useful for Spanish companies: what type of graduates do our companies need, what training should they receive and what competences will they be able to develop in their subsequent jobs. It is necessary for the university and corporate worlds to be linked together and they should also move forward together. This programme gives rise to interesting conclusions, such as the reduction in the risk of unemployment among young university graduates, the variation in the percentages of graduates affiliated to the social security system according to their studies, the low rates of self-employment and entrepreneurship of Spanish university students or the improvement, in economic terms, that the experience of university graduates contributes to the labour market. With respect to the mobility of university graduates, it should be remembered that three out of every four graduates work in the same autonomous region in which they studied. However, it has been observed that the economic crisis in Spain has generated a very slight increase in mobility: in five years, the percentage of university graduates affiliated to the social security system who remain in the region in which they graduated has fallen from 79.7% to 75.9%. In the next few years it is expected that the internal mobility of graduates will continue to increase which is a common aspect in other countries. Finally, I would like to highlight the impetus that the Erasmus mobility programme represents for the future employment prospects of Spanish students. Together with Germany and France, Spain is among the three countries that have contributed most students to the Erasmus programme throughout its twenty six years of history, and in recent years has mobilised the highest number of students. The new Erasmus + programme has introduced significant improvements which Spanish universities should take advantage of. It also provides better opportunities for our university students. For these reasons, the Government’s priority is to maintain the number of Spanish students participating in Erasmus +, boosting the excellence of the programme.
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76 PARTNERS SANTANDER
Santander a Group of opportunity
,
[ RECRUITING ERASMUS
Santander is the leading international bank. It is a company full of opportunities that supports the talent and professional development of all its employees. Working for Santander means growing professionally within a leading global financial group, and in a collaborative environment. It means belonging to an institution of excellent repute, with a solid present and future and surrounded by the best professionals in the financial sector. Its team plays a fundamental role in this leadership. It is made up of over 186,000 people with international careers and different profiles, who adapt to the bank’s various countries and areas.
]
What does Santander offer you?
> Working for a leading company > Professional development > Training and knowledge > Recognition > International reach > Balance > Solidarity There are ten markers that demonstrate Santander’s international leadership:
Santander: one of the world’s key financial institutions
> Third international bank by operational profit in 2012. > Over 26 billion euros allocated for rewarding shareholders in the last five years. > A bank that is well-diversified in ten countries through subsidiaries which are autonomous in capital and liquidity. > A solid, solvent bank, with a strong balance sheet and capable of supporting itself without state contributions. > A comfortable liquidity position. > A highly commercial bank. > Second most efficient bank among our competitors. > Default below average in all geographical regions. > First financial brand in the world. > The best team in international banking.
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78 PARTNERS SANTANDER
These strengths are what make Santander the best bank in the world, as recognised by the prestigious Euromoney magazine in 2012. Together with leadership, the Group’s commitment to developing talent makes it stand out. Santander is an open opportunity to continue growing as a person and a professional. It supports its employees to develop their full potential and have career paths that are ever more rich in knowledge and experience, through career plans and programmes for development, mobility and evaluating potential. Training is another attraction of working for Santander and a fundamental aspect of its people management strategy. In 2012, Santander invested over 123.5 million euros and over 6 million hours in training its employees. It has an appropriate and innovative training model based on experience and business focus, allowing the organisation’s best practice to be shared and providing professionals with the necessary knowledge to improve performance of their role, as well as passing on the Group’s culture and values. All this comes with a single point of reference for all Group employees – the corporate centre for knowledge and development, El Solaruco – a leading international centre that has CLIP accreditation for excellence, awarded by the European Foundation of Management Development.
Another advantage of working for Santander is that each person’s merits and contribution is recognised. Ideas count; achievements are taken into account, valued and rewarded. To
Recognition
understand each person’s results, the Group uses transparent, confidential and objective evaluation linked to competitive remuneration and development. It provides evaluation that helps to identify people’s training needs, manage professional opportunities within the Group and improve individual performance. This management of talent results in remuneration which, at Santander, is much more than financial reward. Successes receive competitive and comprehensive recognition, which includes a large number of benefits for professionals and their families.
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The size of Santander, which has a solid presence in ten countries and businesses in over 40 different markets, allows you to be part of a global project and work in a multicultural environment.
A diverse multinational group
It has programmes and tools that encourage international mobility to support the international growth and development of the people that make up Santander. In its commitment to people, Santander encourages a work-life balance. For that, there are flexibility policies and programmes and support for employees, creating a flexible and collaborative working environment while maintaining our level of competitiveness and leadership. This is a commitment that extends to the rest of society. Santander is a company committed to society, education and the environment. In 2012, in assigned 182 million to social investment, of which 130 were invested in higher education. Similarly, Santander has a corporate volunteering programme that responds to the charitable requests of Group professionals and offers them a means to carry out activities with a social purpose for the benefit of the countries in which it operates.
If you have the ability to innovate, work in a team, lead, and have a clear focus on the customer and achieving results, do not miss the opportunity to work for one of the best banks in the world: Santander.
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80 PARTNERS STEELCASE
At Steelcase we have a clear Employee Value Proposition; we want our employees to love how they work as much as we want our clients to do so. The world is more interconnected than ever before. We are all now citizens of the world. Events across the globe instantly affect both our personal and work lives, or rather our combined work/life balance. According to the latest Steelcase/CoreNet Global survey, the majority of companies have implemented alternative work strategies that are designed to adapt to the diverse ways we work today, and more are adopting them every day. Today’s working environment is: global, mobile, 24/7.
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Steelcase’s Employee Value Proposition
An interconnected workplace will: Optimize every square foot of real estate Enhance collaboration as a natural way of working Attract, develop and engage great talent, people really want to work there Build the company brand and culture Help improve a person’s wellbeing
Within this interconnected context, at Steelcase we are convinced that space matters; it shapes the behavior of people and creates the ‘stage’ on which innovation can be propelled.
Innovate or die. In 1997 American
business writer Tom Peters coined this famous phrase. It was true then and rings even more true now. For CEOs worldwide it is obvious: Innovation is critically important to an organization’s success, and it is imperative that it remains a key corporate strategy.
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82 PARTNERS STEELCASE
exploration and experimentation. That means the places that bring people together, physically and virtually, are critical to innovation outcomes.” As a result of the synthesis of over 15 years of multidisciplinary global studies, Steelcase has found that the physical environment has the power to enhance–or undermine— the human interactions essential for success.
Innovation: a human thing To go beyond merely surviving and actually thrive, leading organizations know that innovation is the way to supercharge an organization and shift it into growth mode. In fact, 33% of global business leaders rank “the innovation of new products and services” as their companies’ top focus in the next three years, according to a recent study by McKinsey. However, the reality that these organizations confront, notes McKinsey, is that innovation faces ongoing challenges, such as increasing global competition, short-term priorities, and the need to integrate it into key organizational objectives. As a result it remains elusive, and leading organizations are striving to uncover every possible way to boost their I.Q.— i.e., their innovation quotient. IBM’s recent Global CEO Study found that 69% of leaders believe they need to look outside their own organizations to prime the innovation pump. “Companies in all sorts of industries and markets are struggling to understand innovation, and looking for ways to drive more disruptive thinking,” says Sara Armbruster, vice president, Steelcase WorkSpace Futures and corporate strategy. “External partners can be a catalyst for new ideas, but organizations also need to build an internal culture of innovation.”
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How space fosters innovation As organizations seek to invigorate their innovation quotient, their biggest challenge is more likely an information overload rather than insufficient data regarding the process itself. There are over 55,000 books on the subject listed on Amazon, written by innovation gurus such as Clayton Christensen, Chip Heath, Tom Kelley, Larry Keeley and Roger Martin. There is a whole host of articles, speakers, consultants and workshops dedicated to the field.It is not surprising that leaders feel daunted by the prospect of developing the right strategy to increase their innovation. Despite the plethora of information about the how, what and why of innovation, one topic that gets far less attention is “where”. “Many organizations overlook the connection between the physical environment and innovation,” notes Armbruster. “But space matters. It shapes the behavior of people, and creates the ‘stage’ on which innovation can be propelled.” “Innovation is a physical activity,” notes James Ludwig, Steelcase vice president of global design. “It’s dependent on human interaction,
The desire to innovate is universal across business and industries, and, in many ways it has become the critical concern of our time. One important idea Steelcase has embraced is that innovation is a system, not a linear process. You cannot just come up with a good idea and pass it over to another team to keep it moving forward. Innovation is more like a complex adaptive system that is based on relationships, patterns and iteration. All of the pieces of this system interact and connect with one another, sometimes in unpredictable ways, and we believe that the physical environment is one node on a global innovation system. One of the most important features of innovation spaces is their ability to encourage cross-pollination, to enable the sharing of ideas and to make thinking visible across different disciplines in the system. Sometimes people get extremely passionate about an insight or project and they become so focused on the content that it is hard to step back and say, “How do I share this? How do I make this visible? How do I get other people equally passionate and excited about these rich insights?” Because, no matter how important the idea might be, if we cannot interact within the system, communicate and help other people engage around those insights, then innovation cannot happen.
For an innovation system to flourish, people need to live in their content and be immersed in it. So we intentionally create spaces that enable people to swim and play in their own content, as well as content that may be evolving around them. Because a system can be unpredictable, you never know where connections may occur, or where there is a really interesting question that someone is working on that might spark an idea in someone from a different discipline who is working on a totally different activity. It may seem like a paradox, but we want to be very intentional about designing spaces that create serendipity— unplanned interactions, so people will understand their own content but also have a larger sense of the whole. Many organizations struggle to find a way to bring the right people together in their innovation process. We believe that a system is healthier when it is diverse, and so we are committed to bringing global teams together in spaces that are equipped with humancentered technologies, that minimize distance. Gender, ethnic and professional diversity are all important. But geographic diversity allows a team to connect with an even greater range of experiences and insights. This ultimately makes the innovation system stronger and better able to respond and adapt to a changing world.
Insights on Innovation In the synthesis of its research, the Steelcase team identified five overarching insights about the physical nature of innovation and the human behaviors that foster it: Innovation is a direct result of creative collaboration. Creative collaboration is about forging something new—an innovation— and requires a team with a wide range of professions, diverse
backgrounds and experiences whose economic function is to create new ideas, new technologies or creative content. Human interaction drives creative collaboration, and the physical environment has the power to augment and enhance those interactions, making them more valuable. “Creative collaboration is a highorder process that helps foster innovation, and collaboration is about creating a shared mind,” says Frank Graziano, part of the Steelcase team exploring innovation. Innovation is ultimately about learning, and it is predominately a social process. People learn by working with others in a variety of capacities, and co-creating new things together is the highest form of learning and the highest form of collaboration. Innovation requires a connection between sociology and technology. Technology has a powerful configuring impact on the ways we work because we use it to drive information and knowledge. When it becomes unobtrusive and intuitive for users, technology allows people to share information equally and democratically, improves transparency so we are able to gain a shared understanding and alignment more rapidly. “In the past we thought of technology as a way to free us up for more leisure time,” notes Ludwig. “Today, instead of it freeing us from work, it’s freeing us to work. It enables people to do more, and frees us up to think big.” Innovation is a team sport that, paradoxically, requires focused individual work to fuel collective creativity. With so much focus on the social aspects of innovation, organizations sometimes forget about the power of individual, concentrated work. In order to be a strong contributor to a team,
individuals need the time and place to think and let ideas germinate. Physical environments that foster innovation provide a balance or both “WE” spaces that support creative collaboration as well as “I” spaces that support individual, focused work. “As we began to understand the rituals of collaboration, we saw that contemplation and collaboration are codependent,” explains Graziano. Collaboration today is both physical and virtual. To truly take advantage of the diverse backgrounds and experiences of a distributed team, interactions should be carried out in real-time to ensure maximum engagement and productivity. It is not just about passing work back and forth between time zones to take advantage of time differences and speed up development. Creative collaboration requires trust, which is built by team members working together in real-time. The challenge is to eliminate “presence disparity”—those moments that occur when communication and collaboration are drastically reduced during conference calls or in poorly designed videoconference experiences. Creative, generative collaboration happens in small groups. This often takes place in one-on-one or three-person subsets of the larger team. Even the larger team size should be carefully managed. The trick is to get the right set of skills and inclusion on the team, without weighing it down.
If you want to learn more about how we help people innovate at Steelcase, visit: steelcase.es facebook.com/steelcase.Espana twitter.com/steelcaseEspana youtube.com/steelcasetv www.linkedin.com/company/steelcase
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