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Inclusion of talent
OUR TEAM
Description of employee workforce
Grupo Rotoplas is committed to talent and to promote a pleasant environment for operation, promoting the empowerment of our teams and creating spaces to enable communication.
We added new forces during the year, with the incorporation of Sytesa in Mexico, Talsar in Argentina and AIC in Chile, reaching 2,829 employees, 24.5% more than the previous year.
Along with job creation, we promoted stability through personal and professional development opportunities. Likewise, we firmly believe in the value of diversity, enabling equal opportunities for women in industrial activities where they have traditionally been less present and the coexistence among different generations.
On the other hand, our regional presence allows us to create employment opportunities in the different countries in which we operate, especially in those where we have production plants.
We respect the right of association of our employees, the 52.1% of the workforce is unionized and there are nine organizations that represent them, considering all countries in which we operate.
Labor Demographics - Grupo Rotoplas1
| 2016 | |
|---|---|
|
N° of employees
|
2,241 |
|
% of permanent contracts
|
71.8% |
|
% of women
|
25.8% |
Employees by country
| 2015 | 2016 | |
|---|---|---|
| Mexico | 1,684 | 1,643 |
| Brazil | 214 | 94 |
| Argentina | 106 | 253 |
| Central America | 102 | 89 |
| Peru | 117 | 116 |
| U.S.A. | 49 | 46 |
Employees by sex and age group - 2016
| Men | Women | Total | |
|---|---|---|---|
| Under 30 years old | 477 | 154 | 631 |
| Between 30 and 50 | 1,041 | 383 | 1,424 |
| Over 50 years old | 144 | 42 | 186 |
| Total | 1,662 | 579 | 2,241 |
Employees by professional category, sex and age group - 2016
| Professional category | N° of employees | (%) Women | (%) under 30 years old | (%) between 30 and 50 years old | (%) over 50 years old |
|---|---|---|---|---|---|
| Executives | 58 | 17.2% | 0.0% | 81.0% | 19.0% |
| Middle managers | 285 | 22.1% | 8.1% | 82.1% | 9.8% |
| Individual contributor | 755 | 26.8% | 26.9% | 64.2% | 8.9% |
| Operational staff | 1,143 | 26.6% | 35.4% | 57.6% | 7.0% |
| Total | 2,241 | 25.8% | 28.2% | 65.5% | 8.3% |
In 2016, we continued strengthening our strategy for the attraction and retention of talent, by reinforcing internal communications, leadership, training, and positioning of Grupo Rotoplas as an attractive company for performance and professional growth. The workforce rotation was 9.9%, showing an increase of 2.2 percentage points from 20152, which encourages us to continue implementing initiatives to retain our employees.
In order to contribute to the well-being of our employees, we offer more benefits than the mandatory obligations of each country in which we operate. Also, we determine our workforce´s compensations based on the rate, considering the situation of the sector, in order to be competitive. It is worth mentioning that the 55.8% of our employees has a variable portion in their compensation, subject to monthly goals.
Likewise, we are committed to safety, so we have management systems in our plants according to OHSAS 18001 standard, five of them already certified hoping to include the others3.
Every two years, we apply the Great Place to Work (GPTW) survey to know the status of the work environment, our employees´ overview and meet their expectations and concerns. With a satisfaction of 66% in the results of this year, we had an increase of 7 percentage points regarding 2014. It is significant to note the pride that our employees feel of their work, as well as of the teams in which they participate and of being part of Grupo Rotoplas. The company considers the work environment measurement as an important issue, so we will apply the survey each year starting from 2017
1 Labor demographics data displayed including employees into different variables, correspond to Grupo Rotoplas´s and Talsar´s operations, excluding Sytesa´s and AIC´s operations, which are included into the next year’s report.
2 We determined the rotation as: Voluntary layoffs and indefinite contract / turnover rate in the year.
3 Plants of Lerma, State of Mexico, León, Guanajuato, and Lima (Peru) are already OHSAS 18001 certified.
Training and development
Internal talent is one of our greatest strengths, a key to generate innovative solutions according to our customers´ and users’ needs, as well as their attention and the efficient performance of processes. We are committed to training and providing an environment of personal and professional development for our employees, according to the position and the different knowledges and skills required.
We have defined a system of abilities promoted among the workforce, required to accomplish our corporate strategy. All our employees receive training on common matters such as the Rotoplas Way, the Code of Ethics and management through Balanced Scorecard. Additionally, we implemented specific programs by position, such as leadership and the Sales Academy.
Training by professional category - 2016
| Total hours of training | Average hours of training per employee | ||
|---|---|---|---|
| Administrative staff | |||
| Executives | 253.1 | 4.4 | |
| Middle managers | 5,292.2 | 18.6 | |
| Individual contributors | 14,559.2 | 19.3 | |
| Operational staff | 14,911.1 | 13.0 | |
| Total | 35,015.5 | 15.6 |
Together with the commitment to our employees´ development, we monitored their performance with an annual assessment, considered for internal promotions. Of the total administrative staff, 89.8% was assessed during 2016, which represents all employees required to be assessed due to their seniority, type of contract and duty conditions.
On the other hand, in the case of the operational staff, assessment variables are considered in the collective agreement, and they include productivity and adherence to safety rules, among others, applied to all employees with these functions.
