Training and professional development 2015

We work to respond to the needs of our internal clients: businesses and collaborators, in accordance with the axes:

• Training
• To attract external and internal talent
• Professional development

At B: SM we annually design the Vocational Training and Development Plan to respond to the training needs detected for the improvement of workers' skills.

Achievements 2015

The challenges we posed in the previous report are:

To proactively promote collaboration with the world of education in the potential places of the company. The incorporation of junior staff remains within our organization and has been consolidated in the units with which they had previously collaborated. In addition, two more Units have been added to this collaboration, although there is room for improvement: We are working to find new formulas that will help incorporate into business students who are completing their studies and who are beneficial to on both sides. This year we will establish collaboration agreements with the University and training centers

Implement an e-learning platform in order to manage knowledge within the company, give access to training to all employees and facilitate their improvement in skills and abilities. We have started online training with training actions such as office automation and skills such as negotiation and time management. The implementation of an e-learning platform will be promoted throughout this year.

Expert Internal Trainers. Identify, train and train those collaborators who, due to their technical knowledge and skills, are a reference in their unit or business and who have the motivation and ability to share their knowledge with other colleagues, helping them to improve in their skills and abilities. During 2015, we identified a total of 58 collaborators, 55% of whom have been trained as trainers and have given training to other colleagues.

See the history of average training hours per category

See the history of training indicators

The trend of the last three years is to increase the number of attendees in the training, with the aim of getting to teach at least one course to each person in the organization. As can be seen in the graph, of the total workforce, the% of workers trained this year was 90.79%, 9.85% more than in 2013.

The degree of participation of the staff in some training action in 2015 was 90.79%.

We have promoted 163 training actions with a participation of 1,153 people, a total of 2,936 participations in different actions and a total of 20,524.3 hours in training.

Training hours taught by its own staff internally, carrying out, in most cases, training actions related to the daily operations of each unit.

See history by genre

Performance evaluation

Once a year, the performance of all staff in the B: SM staff is evaluated, with the aim of assessing their development throughout the year. This evaluation consists of a 180º evaluation of the manager towards his collaborator and the collaborator's own evaluation. The evaluation ends with an individual interview of the manager and his collaborator, in which his development is shared and the professional challenges and commitments of the following year are posed, as well as the necessary actions that will be carried out to arrive. achieve them (training actions, help from your immediate boss or peers). The degree of achievement will be assessed next year.

100% of the permanent and long-term recruitment staff go through this process. Temporary staff who work with the company throughout the year are evaluated by their immediate bosses but have no return on their development.

Challenges 2016

The challenges we face for next year are:

Implement Professional Itineraries in the company. This year our big challenge is, for workers to start establishing their career path and managing the talent of the B: SM staff.

Deepen in the relations University/Company by means of agreements of collaboration that allow to the students that are finalizing the studies initiate practices in our company.