Training and Development


Based on the theory of experiential learning, competency-based management and supported by the performance management process, we help employees to identify and develop their strengths through activities that facilitate the analysis and reflection on their abilities, making use of tools such as the Career Discussions, Inventory of Capabilities, Internal Competitions, among others that facilitate the learning and development of their abilities.

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CAREER DEVELOPMENT

The institution focuses on identifying and generating opportunities for the development of the potential of our employees in full alignment with the present and future requirements of the business that favor the development of competencies, commitment, equal opportunities, well-being, health, work climate and an environment of innovation that reinforce the principles of the area of “Our People” in the Corporate Social Responsibility Management Model.

TRAINING PROGRAMS DIRECTED TO IMPROVING THE COMPETENCIES OF EMPLOYEES

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TRAININGS ON RELEVANT TOPICS

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PERFORMANCE EVALUATION

At Ficohsa we seek to attract, inspire and develop talented, diverse and extraordinary people who take pride in being Ficohsa and who make our goal of being a business reference in the region a reality.
Therefore, Performance Management is considered a fundamental process in Human Talent which is validated by the availability of a Policy with a defined process, tools and structural support, in order to recognize, exalt and reward their superior performance, innovation, continuous learning and passion for being the best.

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PERCENTAGE OF EMPLOYEES THAT HAVE PERIODICAL PERFORMANCE AND PROFESSIONAL DEVELOPMENT EVALUATIONS

Since 2017, Ficohsa has been implementing an improvement in its performance management process, supported by the “Gazelles” execution monitoring methodology. This methodological approach seeks to promote the adoption of a measurement culture based on the correct execution of the strategy, oriented to the fulfillment of goals and priorities by counting the right people in the right positions doing the right things.
The decision to implement this change was made with a view to compliance with the strategic plan and to strengthen a sense of “accountability” in the achievement of results in the management and operational lines, contributing to the clear direction of financial and business results.

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PERCENTAGE OF EMPLOYEES RECEIVING EVALUATION OF PERFORMANCE BY POSITION