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Investor Presentaiton

48 VALUE CHAIN ELDORADO BRASIL 2016 SUSTAINABILITY REPORT 49 Development initiatives (G4-LA9) With the mission of retaining employees and developing their competencies as a means of boost- ing their career and motivating them, Eldorado has a robust train- ing program. In 2016, the amount spent on development initiatives was approximately R$ 1.3 million, an average of R$ 2.567 invested in each employee. The total number of hours training was 153,867, cor- responding to an average of 32.12 hours per employee. Technical and operational training courses were organized for the forestry harvesting area, which, in addition to practical knowledge, addressed behavioral aspects and environmental education. The company also fulfilled its schedule of safety training and promoted an online program on the sexual exploitation of children and ado- lescents. In all, 48% of the work force took part in distance training programs totaling 8,072 hours. Particularly for leaders, the com- pany provides financial support for external courses, such as language programs. In 2016, a coaching pro- gram was also organized. At the end of 2016, Eldorado launched its Renovar program, aimed at the professional requalifi- Edição 01 Fevereiro 2017 House Press Editora TRILHA TRILHA DE CARREIRAS VEJA COMO CRESCER NA... Eldorado cation of employees working with the maintenance and operation of tractors in the silviculture area. Projected also to reinforce the Eldorado culture and strategic driv- ers, some 600 employees should undertake a total of 68,000 hours of training. Training G4-LA9 2015 2016 Total number of hours Average number of hours/ employee Men 105,687.06 26.37 Women 48,180 61.61 Total 153,867.1 32.12 Brasil House Press Editora DE CARREIRAS e Eldorado e Eldorado A trajetória é sua escolha! e Eldorado Brasil Prezado colaborador, MAPA DA DIRETORIA FLORESTAL A Trilha de Carreiras é representada por áreas, cargos e requisitos de cada cargo que, a partir de sua complexidade e responsabilidade, interagem em prol dos objetivos e alcance de resultados da Eldorado. A partir deste mapa você conhecerá as diversas possibilidades de crescimento e ascensão profissional da Diretoria Florestal da Eldorado. CAREER PATH Projected to ensure greater chances of profes- sional growth and boost internal promotion, in 2017 Eldorado launched its Career Path program, which will help employees in the forestry and industrial areas to map their op- portunities for development inside the com- pany. Based on current skills and profile and on competencies that could be acquired, the program will, for example, identify employees with the potential to occupy leadership and management roles in the future. The Career Path program was created based on suggestions provided by the employees them- selves in a round of discussions organized by the people management area from July 2016. Involving employees from different areas, the meetings reinforced internal transparency and dialogue and also provided Eldorado with a reference for measuring organizational climate. Performance appraisal (G4-LA11) To support its employee develop- ment strategy, Eldorado has a performance appraisal process that evaluates fulfillment of corporate and individual targets and mea- sures the quantitative and behav- ioral results of eligible employees. At the moment, the appraisal cycle is only conducted with the compa- ny's 279 (248 men and 31 women) management level employees. One of the company's challenges is to extend this process to the other levels, which should occur as the initiative matures over the coming years. In addition to self-appraisal and appraisal by peers, in 2016 the participating managers were also assessed by senior level ana- lysts and professionals from their respective teams. The results are discussed by the People Commit- tee, which comprises the people management team and the peers of each person being appraised. The committee then develops action plans for the appraisees, which can range from promotion and external training courses to job rotation.
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