Human capital is the key competitive advantage that organisations can leverage in order to create added value within a global market. Gmp is fully aware of the importance of attracting and retaining the best professionals and having motivated and committed employees. Ongoing improvement is only possible through employee engagement, as everyone working at the Company needs to feel and understand that their actions can help create and change reality.

The Human Resources department at Gmp focuses its efforts on optimising information management and internal communications, clearly defining the role, responsibilities and objectives of each member of staff, as well as fostering professional development and a work-life balance among employees.

Information and Internal Communication Management

Improving the management of information and internal communication is one the main challenges at Gmp. Our management teams and the HR department work on fostering and enhancing communication among all the members of the Company. Examples of initiatives that have been consolidated in 2016 are as follows:

  • Fortnightly Company breakfasts, at which a group of six employees from different departments enjoy an informal breakfast with the Business and Corporate Managing Directors in order to strengthen the relationship between participants and share initiatives, action plans, concerns and proposals for improvements.
  • Barometer briefings, at which the Business Managing Director and Managers of Assets, Marketing, Communication, Quality and Innovation, IN-PLANIA and Las Colinas Golf & Country Club gauge monthly progress towards attaining objectives and share this information with their teams by representing the advances made graphically on charts or “barometers” designed for this purpose. In addition, the reasons for any deviations from targets are analysed and improvement initiatives and action plans are proposed.
  • Presentations to all members of the organisation on the main projects being rolled out, successes achieved, acquisitions carried out, results of the operations and future projects. These presentations improve interdepartmental communication and help ensure that all employees are informed about the Company’s strategy and are actively involved in meeting its objectives.

Gmp conducts a three-year internal insight survey to find out the interests, concerns and ratings of the members of the organisation with regard to aspects relating to different areas in the Company. The findings for 2015 showed an overall satisfaction level of 80 out of 100 and the levels of motivation, employee engagement and identification with the strategic values and principles of Gmp were particularly high. Employee satisfaction will be measured again in 2018.

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Training and professional development

For Gmp it is essential to identify and retain talent. In this respect, training is a key pillar in talent management. Seeking to support change and reinforce the Company’s strategy, every year Gmp draws up a training plan with the aim of delivering value to the Company through professional development of staff members.

The Training Scheme aims to enhance employees’ competences and optimize the effectiveness and use of the seminars and courses planned. In 2017 over 30 training courses were held with a view to improving social skills, computer skills, languages and technical aspects related to each post. Of the total workforce, 95% received training during the year. Moreover, in coordination with Gmp INnova, the “Creativity in Business Project, a creative route towards innovative products or services” project was developed. In this project, two groups of employees from different departments learnt and used techniques to encourage creative thought aimed at innovation, understood as conceiving new products, services or procedures which contribute added value. Both groups worked on practical cases with specific targets marked by Company Management, with very positive results.

The Human Resources Department update job descriptions every year, adapting them to the changes which have occurred during the year. It works on identifying opportunities, analysing areas for improvement and developing skills which contribute to personal and professional growth.   

In 2017 the talent development programme, started in 2014 and aimed at the Company’s key profiles, continued to be applied. The programme has a time horizon of 2-3 years and it was reviewed and updated in 2017.  The programme is based on the training, development and retention of employees through specific training programmes, which help to improve their competences and provide the tools necessary to take on Gmp’s new challenges.

Equal opportunities and non-discrimination

Human capital management at Gmp is based strictly on professional criteria and ensures that no employee is discriminated against for reasons of race, religion or creed, political and trade union beliefs, nationality, language, sex, marital status, age or disability.

For years Gmp has strived to promote the inclusion of disabled people in the workplace. The goodwill and awareness of our staff help ensure that the integration of disabled workers is a success in 100% of cases.

In this area, Gmp holds an agreement with the PRODIS Foundation to promote the inclusion of young people with intellectual disability in society and in the workplace and foster the development of social and work skills. Gmp has three employees with different disabilities on its staff.

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