Investor Presentaiton
In addition to technical training, IHARA offered em-
ployees language courses, undergraduate and grad-
uate courses, national and international congresses.
TRAINING AND CAREER DEVELOPMENT
Through its Annual Training Plan (ATP), IHARA pro-
motes the technical training of employees in accor-
dance with each professional' needs. In general,
training is related to various topics, ranging from
behavioral development and economic, financial and
leadership education, to specific techniques by activ-
ity, such as operational or sales. The training offered
included the NR's for the operational public and train-
ing for the commercial team to better understand the
cultures we work with, such as corn, soybeans, cotton,
tomatoes, potatoes, sugar cane, and coffee, among
others.
In the last year, IHARA carried out a total of 7,388 hours
of training, involving different levels of training related
to leadership, technical training, skills development,
languages, and congresses, among others.
PERCENTAGE OF EMPLOYEES BEING EVALUATED FOR THEIR PERFORMANCE - GRI 404-3
Board of Director
Number of own
employees evaluated
Total own employees
Percentage of employees
evaluated (%)
FUNCTIONAL CATEGORY
6
1
17%
10
10
100%
101
101
100%
234
256
91%
Executive Board
Managers and Leaders
Operating employees
Analysts, Consultants, Experts,
359
385
93%
Technicians
TOTAL
705
647
94%
AVERAGE HOURS OF TRAINING, BY GENDER - GRI 404-1
GENDER
Gender
Men
Women
Total
Number of employees
Number of hours
Average by employee
Men
564
602
94%
602
6,464.00
10.74
Women
141
156
90%
156
924.00
5.92
TOTAL
705
758
93%
758
7,388.00
9.75
* IPE employees who entered in November and December and own employees who have a temporary contract do not participate.
AVERAGE HOURS OF TRAINING, BY FUNCTIONAL CATEGORY - GRI 404-1
Functional category
Executive Board
Managers/Leaders
Analysts, Consultants, Experts, Technicians
Operational
Total
Number of employees
Number of hours
Average by employee
9.00
42.00
4.67
94.00
839.00
8.93
339.00
5,541.00
16.35
316.00
966.00
3.06
758.00
7,388.00
9.75
PERFORMANCE EVALUATIONS
-
At IHARA, all effective employees, who have been with
the company for more than 3 (three) months, make the
IPE Individual Performance Evaluation and receive
their reports and feedback process structured by the re-
spective managers. Within the IPE process, the essential
and specific competencies of each position are assessed.
After carrying out the evaluation and feedback process,
monitoring by the HDD and managers to monitor the
evolution of the employees' competencies through the
IDP (Individual Development Plan) registered in the sys-
tem continues. In 2020, 93% of IHARA's own employees
participated in the performance evaluation.
48
SOCIAL PERFORMANCE
COMPENSATION AND BENEFITS
IHARA always seeks to provide a fair and compatible compensation and benefits package for all its employees. The
company conducts constant survey and comparative analysis on compensation and benefits offered, so that the
model meets employees' needs. Moreover, it offers a differentiated share plan, which allows employees to obtain
variable income each year.
IHARA's benefit policy seeks differentiated market practices, enabling the fulfillment of various needs and also the
satisfaction of our employees.
To attract and retain employees, IHARA seeks to invest in multidisciplinary training for competencies, developing
talents, recognizing employees, offering growth opportunities, paying as per merit and so forth.
BENEFITS OFFERED, BY TYPE OF CONTRACT
Full Time
Part-Time or Temporary regime
IHARAPREV (Social Security)
Medical and hospital assistance
Dental assistance and aid
Life insurance
yes
no
yes
yes
yes
no
yes
yes
Food and Meal Vouchers
yes
yes
Allowances (Birth, Day Care, Special Child and Marriage)
School supplies aid
yes
no
yes
no
SUSTAINABILITY REPORT IHARA 2019
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