| Global human resources management |
- Achieve the goals of competitiveness and business efficiency in a climate of social peace, fostering stable, high-quality employment.
- Harmonise human resources processes and make inroads with implementing the Iberdrola culture in all countries, respecting specific local conditions.
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- Management of an appropriate labour relations framework that can be adapted to suit business and social requirements.
- Homogenise the variable remuneration process throughout the group.
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- Consolidate the Human Resources function at Neoenergia, extending and unifying best practices.
- Strengthen the commitment to social responsibility, fostering ethical and responsible behaviour.
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| Goal of “accident reduction” |
- Prioritise the safety of individuals at the group's facilities and within its sphere of influence, fostering a progressive reduction in incident rates and improving health and safety conditions.
- Replicate throughout the group the best practices identified in the area of occupational health and safety, fostering a culture of excellence in management and coordinating global preventive activities.
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- Attainment and/or maintenance of the OHSAS 18001 certification, and approval of a system of global prevention standards in accordance with the group’s policy. Assessment of level of conformance to global standards.
- Monitoring of proactive and reactive indicators among the group's companies for the global scorecard.
- Establishment of goals for the management of occupational health and safety at subcontractors.
- Identification and application of best safety practices. Exchange of lessons learnt. Creation of groups to promote safe behaviour.
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- Continue the assessment of the level of level of conformance to global standards and the implementation of improvement groups to promote safe behaviour.
- Expand the number of certifications within the group in accordance with OHSAS 18001.
- Integrate Neoenergia into the culture and model of the Iberdrola group.
- Improve the management of contractors from the viewpoint of occupational safety and health: qualification of contractors and evaluation of performance.
- Engage in global campaigns to raise awareness on certain types of common accidents.
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| Talent management |
- Drive staff qualifications, preparing employees to work in a multicultural environment and making continual efforts to improve their employability.
- Develop alternatives to compensate for factors stemming from the ageing of the workforce.
- Maintain a team of competent, committed and motivated professionals, which is key for the sustained success of the business.
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- Revise the international mobility model.
- Launch the leadership development programme for team leaders in Spain.
- Implementation and monitoring of a plan for development of high-potential leaders.
- Encouragement of mobility through a strengthening of the process for publishing internal vacancies at the global level and initiatives like job swaps.
- Definition of the global recruitment and selection process.
- Integrate Neoenergia into the talent management processes.
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- Revise and/or launch leadership development programme for team leaders in Mexico, the United States, the United Kingdom and Brazil.
- Attract the best talent, strengthening excellence in our selection processes and improving our presence on social media and at leading universities.
- Integrated talent management in order to train future leaders, preparing them now to assume larger responsibilities.
- Launch Climate Survey at the global level.
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| Diversity, equal opportunity and reconciliation |
- Guarantee a social model committed to professional excellence and the quality of life of our employees.
- Development of labour relations based on equal opportunity, non-discrimination and respect for diversity.
- Create a high-quality labour environment by committing to reconciliation, and promote a position of leadership in these areas in the countries in which it does business similar to that enjoyed in Spain.
- Align the Corporate Volunteering Programme with the Sustainable Development Goals defined by the United Nations.
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- International cultural exchanges.
- Corporate Volunteerism Activities to improve the quality of life and the integration of vulnerable groups, including International Volunteering Day, the INVOLVE, international volunteering programme, the project for improving the electricity situation of refugee camps in Ethiopia, and the Lights and Action project to improve youth employability through energy efficiency.
- Implementation and execution in Spain and Mexico of a volunteer project regarding the fight against climate change. Sustainable Development Goals.
- Promotion of flexible workday for 75% of the workforce, together with the encouragement of stable and high-quality employment (98% of workforce with permanent contracts).
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- New selection tool (based on equal opportunity) to homogenise the selection processes at the global level.
- Continue to foster improvements in the quality of people’s lives through social-welfare activities in all of the countries in which the group has a presence.
- Promote the internationalisation of social programmes and strengthen ties among the employees of the company at the global level. Strengthening of the global volunteer community.
- Contribute to achieving the Sustainable Development Goalsdefined by the United Nations for the 2015-2030 horizon.
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