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Talent management

The company has global hiring policies which define all the selection process milestones, based exclusively on professional criteria. 

The hire of local talent in its various operating markets has always been a focal point of the company’s selection policy. As a result, 86% of Gamesa’s management positions are held by local professionals.

In parallel, in response to the company’s intense international expansion and with the aim of fostering the globalisation and transfer of its know-how, Gamesa champions internal international mobility, an option taken up by 878 employees in 2015; in addition, another 90 employees are on long-term international assignments.

On the training front, the company earmarked 175,282 hours to training courses in total in 2015, almost four times the 2014 figure.

The company’s training effort is complemented by the programmes run by Gamesa Faculty, a centre focused on ensuring continual learning by covering the needs created by constant technological evolution and developments in the wind power sector. The Faculty provides service in-house to all Gamesa employees all over the world from a central training centre in Spain and permanent local training centres in the US, China, India and Mexico, as well as providing training to third parties (663 in 2015).

Performance evaluation - a process which encompasses 60% of Gamesa’s employees - is key to determining employees’ training needs. Last year, the company consolidated the career development and talent scouting programmes implemented in 2014:

  • The High Potential Candidates Programme, designed to accelerate the development and training of promising talent.
  •  The Gamesa Leadership Programme, designed to enhance the skills and attitudes needed to work on complex projects and in international environments, and also to boost and facilitate knowledge-sharing throughout the entire organisation.
  • An internal mentoring programme targeted at key top-performing and highly-promising personnel.
  • Gamesa Premium Scholarship Programme, a programme designed to get young graduates involved in company projects, giving them responsibility and duties within a multi-disciplinary team.

Remuneration and compensation policy are also crucial tools in attracting and retaining the best professionals. This system is designed to boost individual performance and reward employees for their hard work and commitment, while ensuring fair and competitive pay.

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