Frasle Mobility's New Positioning and Randoncorp Investments
Leadership development
GRI 404-2
The Leadership in Motion program aims to prepare our leaders for the future of the
business, seeking to strengthen organizational competencies, promote professional
development, career advancement, engagement, and team building.
In 2022, the program focused on the Company's Business Pillar and on the
development of an educating leadership. All meetings and learning communities
were conducted by Randoncorp's internal leaders, from conception to presentation,
with concepts on the themes and internal cases.
In addition, the program included the following initiatives:
> Coaching and mentoring.
> Executive Organizational Mentoring.
> Women's Organizational Mentoring (learn more on page 54).
> Visits for benchmarking.
> Behavioral development.
> Technical development.
> Diversity, Inclusion, and Equality Training Courses.
> Spokesperson Development.
In addition to development programs, we seek to keep our leaders engaged and
aligned with business strategies with the Leadership Meeting, an annual meeting
of leaders, aimed at reflecting on the future of our business. In 2022, the event was
held in a mixed format and had the Synergy theme, with emphasis on the launch of
the organizational competencies update (learn more on page 58) and the diversity
theme (page 52).
Performance evaluation
GRI 404-3
The performance evaluation of our employees is adapted according to the different
work levels within Randoncorp. It has been implemented in the Company since 2016,
and the evaluation for administrative positions, since 2020.
Through the GED (Performance Management), platform, we conduct formal evaluation
of Directors, Managers, Coordinators and administrative employees. Administrative
employees are evaluated based on our five organizational competencies (learn more
on page XX), in addition to a self-evaluation and feedback from the manager. Based
on this evaluation, it is possible to analyze performance and opportunities, drawing
up an individual development plan (IDP).
The Directors, on the other hand, go through the 360° evaluation, which includes
peer evaluation, and the managerial and coordination levels go through the 270°
evaluation, which consists of a self-evaluation, the manager's evaluation, and the
subordinates' evaluation. All management levels go through the so-called calibration
rounds with the participation of the higher levels.
43.0%
women
лл
1,128
eligible
employees
57.0%
men
100%
of eligible employees
received a performance
evaluation and represent
10.85% of the global
workforce.
PROSPERITY FOR ALL
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