Human resources
Along with the objective of economic performance, Corporación Empresarial ONCE fulfils its second major commitment, social performance, which is translated into the creation of jobs for people with disabilities, especially the blind and visually impaired. To achieve this, it has established a Human Resources policy according to which vacant positions are occupied by disabled workers with the necessary qualifications, the hiring of these workers taking priority over all others.
The mission of the Human Resources Department of Corporación Empresarial ONCE is to guide and implement the Human Resources policies, hiring, keeping and developing all of CEOSA's professionals, bringing value-added to internal clients, by means of the introduction and consolidation of management systems which make it possible to harmonise the objectives of the social and economic performance of business, in consonance with the system of values and the strategy of Corporación Empresarial ONCE.
In order to achieve this, the Human Resources Department of CEOSA has implemented a series of initiatives and tools:
- Participation of CEOSA in the commitment acquired in the past by the ONCE with the Spanish government, through the so-called "20,000/40,000 Plan, under which the ONCE undertakes to create 20,000 new jobs for disabled people and to carry out 40,000 training initiatives for this community, over a period of ten years". To this end, CEOSA has implemented numerous training initiatives, vocational guidance to candidates who are blind and visually impaired and have profiles which in the future could be taken into account in the selection processes of the companies of CEOSA, recruitment interviews, management of grants and subsequent practical training of grant recipients in companies of Corporación Empresarial ONCE, and management and implementation of adaptations to the workplace through Braille, screen readers, 17" or 21" screens, etc.
- The carrying out of development interviews with blind and visually impaired employees and managers in order to evaluate their execution of and adaptation to their jobs, as well as to hear employees' worries and needs, evaluate their skills and performance and, where appropriate, give guidance on their career within the group.
-The introduction and consolidation of the SAP R/3 system in its Human Resources module in CEOSA companies for both structural and operational personnel.
At present, the Human Resources Department is working on the development of an important tool, the Human Resources Balanced Scorecard, which will represent a qualitative change, going from an administrative vision (administration of personnel and labour relations) to integrated management of human resources, coordinating the needs of the Group in all its aspects: selection, training, integration, motivation, participation, evaluation, promotion and incentive systems for all personnel.