PROMOTING TRAINING

We are committed to a model of learning that combines experience, relationships and training

A key factor for performance at work, adapting to change and professional development.

In 2016 Iberdrola multiplied by three the training hours per employee compared to the European average1 Nota thanks to the promotion of programs aimed at contributing to the excellence of its workforce.

Faith in training is a key part of the human resource policy at Iberdrola. It is an essential element for:

  • Occupational advancement for job performance.
  • Adaptation of human resources to technological and organisational changes.
  • Adaptation of new employees to the Company.
  • Better professional development, creating expectations for promotion.

A new corporate campus was also set up in Madrid in 2016. At Iberdrola we want all employees to feel encouraged and supported to develop the knowledge, skills and behaviours that allow them to perform well in their current role and in the future.

70/20/10 Model of Learning. 70% experience, 20% relationship and 10% education.

We advocate the
“70/20/10
Model of Learning”

We acknowledge that people learn in a variety of ways and we advocate the “70/20/10 Model of Learning” which indicates that:

  • 70% of learning takes place on the job (experience).
  • 20% of learning comes from other people (relationships).
  • 10% of learning comes from a formal training situation (education).

Once a learning need is identified, this model can help us consider the most appropriate solution.  Applying a blend of these learning solutions can also be used successfully to ensure that employees have the confidence and commitment to put new skills into practice

With the anticipated growth in learning technologies and social learning, there are many new learning opportunities available to employees and this allows learners greater personal ownership to plan what they need to learn and how they will access this.  

At Iberdrola, we work so that our employees can secure the training and development they need not only for meeting the current requirements for their job description, but also for satisfying future needs in view of the onset of new technologies, equipment, instruments, etc., or even the need to assume greater responsibilities in their area of activity.

We also look after the dissemination of the company's existing knowledge, continuous learning, and cultural exchange, in order to enhance operational efficiency through the proper use of intellectual capital, as outlined in the Knowledge Management Policy. [PDF]

  

1 Nota According to PwC, based on Iberdrola's activity in 2015, employment worldwide includes indirect jobs and induced impact.