Principles for action
CIE Automotive is governed by employment legislation in each country and by the principles of the Untied Nations Global Compact. Thus, it rejects child labour and forced labour in any form, allows no discrimination in employment and supports free trade unionism and the right to collective bargaining.
CIE Automotive carries on all its activities in accordance with a respect for human rights and undertakes to do the following:
To avoid discriminatory practices: CIE Automotive undertakes to ensure a work environment free from discrimination on the grounds of sex, race, religion, age, sexual orientation, nationality, marital status or social/economic status.
To reject the use of forced or child labour: CIE Automotive undertakes to ensure that no cases of forced or child labour arise in any of its activities. It further undertakes to comply with employment legislation in the countries where it operates and, where appropriate, take corrective measures.
To offer decent employment: CIE Automotive undertakes to pay its employees decently, in line with their skills and knowledge. Furthermore, CIE Automotive undertakes to comply with labour legislation in all the places where it operates and, as far as possible, establish measures to favour flexible working hours.
To protect people’s health: CIE Automotive undertakes to offer its employees a safe, healthy working environment by complying scrupulously with applicable legal requirements.
To facilitate collective bargaining and freedom of association: CIE Automotive respects its employees’ right to freedom of association and collective bargaining. As far as possible the group will facilitate its employees being able to freely meet and discuss relevant matters related to their employment.
Keeping talent and appraisal
CIE Automotive has a people management model in which the skill profiles of the workforce are defined and the performance of managers, supervisors and experts is assessed, at the same time identifying areas for improvement and designing career and training plans through a personal development programme.
On the basis of the company’s values, employees’ skills are assessed in eight categories: Focus on results, customer relations, proactiveness and innovation, teamwork, decision-making, flexibility and leadership.
All employees have been appraised based on the categories previously mentioned and up to 8,515 employee evaluations have been documented in order to calculate bonus or potential internal promotions.
Yearly, all employees together with their supervisors go through their professional development review with the purpose of analyzing the employee’s and the company’s evolution and future expectations in the long and short term. Whenever a gap between the requested and the existent competences is detected, the person is included in a specific training programme.
With a view to developing employees’ skills, there are two training plans in place:
- Training at plant level: those interested are offered highly specific training. Most of this training is operational in nature and oriented towards improving efficiency in the use of resources and enhancing employees’ performance.
- Training at group level: the company provides advanced management and inter-personal skills.
The total number of training hours provided in 2017 were 610.658 for 19.513 employees (85% of the workforce), receiving an average of 31,3 hours of training per year.
Additionally, the non-regulated educational actions are countless throughout the year and hence, in practice, all group employees are provided with one or multiple training processes.