Development, appreciation, assessment, targets.
Here are some of the reasons for choosing to work at InterCement:
> Performance management
The InterCement Performance Assessment Program is based on individual and collective targets. All assessment results are submitted to a committee that discusses our professionals development, and are used as reference to set the variable remuneration and possible inclusion on the promotion list.
Our remuneration policy is designed to guarantee market competitiveness. Variable remuneration is based on the meeting of targets, which takes into account the guidelines of the company and the business unit and individual objectives.
InterCement conducts a working environment survey every two years in order to ensure the alignment of the human capital management tools, to monitor the levels of motivation and commitment of its employees and to implement measures to increase the level of satisfaction of the same.
> Career Management
InterCement´s succession maps are drawn up by committees and are based on performance assessment results and the identification of gaps, individual interests in relation to careers, skills and willingness in relation to the mobility of employees.
The InterCement Development Program invests in the development of employees involved in the succession plan, or who were promoted to positions of greater responsibility the previous year and who have performed below average and obviously require further education, languages or backup activity under the Individual Development Plan, besides special training plans for specific groups.
> Quality of life
InterCement runs a quality of life programme which includes activities geared to health, leisure and sports.