Vittia Annual Report 2022
VITTIA
HR practices
GRI 2-20, 404-3
Recruitment and selection Career and performance evaluation
With regard to attracting talent, our recruitment
and selection processes and assumptions are in
line with market and sector practices.
In order to increase the approach, in 2022 we
started a more targeted work, with a
communication and marketing plan focused on
reinforcing our brand and our essence,
strengthening the bond with contractors and
other employees.
Over time, we have privileged internal
recruitment to fill most vacancies. For some
more specific vacancies, we work simultaneously
with internal and external recruitment.
GRI 404-3
Within the scope of the focus on development, we
have a Career and Succession Plan, which in 2022
included the review of the current salary table and
the restructuring of rules and procedures for
assessing potential and remuneration.
We carry out annual performance assessments,
with the respective feedback, applied to most of
our employees. The number of employees
covered has grown each year. In 2022, 92% of
employees received regular performance and
career development evaluations, an increase of
5.9 percentage points over the previous year.
In 2022, we restructured the assessment via
the system and the self-assessment, initially
for around 40% of employees, with the aim of
streamlining and improving the process and so
that they better understand their vision of the
process and the development plan.
For the rest of the employees, the evaluations
continued to be carried out according to the
previous systematic, that is, in two types - one
for the administrative and operational public
and the other for leaders and the sales force.
For administrative and operational publics,
feedback is given by the direct manager. In the
assessment of leaders and the sales force,
feedback is built based on development points
by the immediate manager, with subsequent
calibration with the Board and the People
Management/Human Resources Area, which
gives rise to the Individual Development Plan
(PDI). After the construction of the evaluation,
we have the moment of calibration between all
the directors and the CEO and, only after that,
the feedback is given to all those evaluated.
In terms of loyalty, we have an annual cycle of
promotions and merits, which works in
conjunction with the Career and Succession Plan.
Annual Report 2022
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