Employment magazinE RECRUITING ERASMU
S 2015
S T N E D U T S L A N IO TO INTERNAT University Outlook PARTNERS
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2 LAS EMPRESAS CLH
contents 64 intervieW
reCrUitinG erAsMUs 2015 Alfonso Jiménez. Managing Partner of PeopleMatters.
reCrUitinG erAsMUs PrOGrAMMe
06 Abbvie: ASPIRING TO ImPACT PATIENT CARE 10 Aldi DnA: Passion for retail! Passion for people! 14 Altadis: Atrévete 18 Banc sabadell: When Challenge arise, you have to tackle them 22 BBvA: Let´s reinvent banking 26 Cepsa: WHy CEPSA? 30 ClH: The Company 34 CocaCola: BEING THE BRAND 38 everis: Ordinary people doing extraordinary things 44 Gas natural Fenosa: ERASmUS ExPERIENCE 48 Heineken: why Heieneken Spain? 52 ikeA: A positive team spirit 56 inditex: yOUR TALENT IS WHAT kEEPS US GOING 60 Janssen: Caring for the world, one person at a time… 66 lidl: About us 70 MsD: OUR WORk IS SOmEONE´S HOPE 74 Prosegur: A GREAT COmPANy TO WORk FOR 80 ree: EmPLOyEE VALUE PROPOSITION 84 santander: a Group in which to grow 90 steelcase: THE ECONOmICS OF WELLBEING
University OUtlOOk
04 María serrano. Mobility and knowledge, key aspects for the future of europe Pro-Vice-Chancellor for Internationalization University of Salamanca
42 Federico Morán. Opportunity for university students Former General Secretary for Universities.
78 Pablo Martín. the involvement of enterprises in erasmus+ Director Of Spanish Service For The Internationalization Of Higher Education
88 nicolás Díaz de lezcano. Vice Chancellor for Student Affairs and Employability of the ULPGC (University of Las Palmas de Gran Canaria) and Coordinator of the Employment Division of RUNAE (University Student Affairs Network).
lourdes sarmiento ramos. Director of Training Guidance and Employability of the ULPGC.
Work placements in companies: a key tool for improving the employability of university students and graduates 94 Manuel José lópez Pérez. “needed: professional with a degree who speaks two or more languages capable of working in a team and in a changing and competitive environment”. President of the Conference of Rectors of Spanish Universities, CRUE.
4 INTERVIEW MARÍA SERRANO
María A serrano PRO-VICE-CHANCELLOR FOR INTERNATIONALIzATION UNIVERSITy OF SALAmANCA PATIO DE ESCUELAS, 1 (37008) SALAmANCA, SPAIN PHONE.: 923-29 44 27 FAx: 923-29 4614 VIC.INTERNACIONAL@USAL.ES
Mobility and knowledge, key aspects for the future of Europe.
T
he more than 25 years of the existence of the Erasmus program allows us to highlight this initiative as one of the most important ones brought into play in the European Union and one of those that have contributed most importantly to “creating Europe”. The majority of university students who as young people have had the opportunity to enjoy an Erasmus grant, have noted how their view of the continent and its neighbours has changed radically and they have become more tolerant and civic-oriented. This has afforded them an identity that has and will continue to be decisive in the acknowledgement of policies within the framework of the European Union. For several years, the University of Salamanca has been at the forefront of the destinations of Erasmus students. After a 27-year experience of the program we now have sufficient data and studies to provide content to what was originally conceived as something that would propitiate the setting up of a student mobility program for European students, one that -with time- has become the most important educational program in the world and probably the most visible one within the EU. Thanks to this initiative, generations of students have cast off their former frontiers to see opportunities in neighbouring countries and from this an unprecedented social and cultural exchange has emerged across Europe. In institutional terms, implementation of the Erasmus program has obliged us to create International Relations Services worthy of the name in order to manage it. In
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fact, before the advent of the program there were very few Spanish universities that even had a well-structured International Relations Service. The Erasmus program and the European and domestic funding linked to it have also lent significant impetus to the internationalization of the University of Salamanca and of other Spanish universities. Also at institutional level, it is worth underscoring the fact that thanks to the Erasmus program the links between the Ministry of Education and Spanish universities have acquired considerable importance within the context of Higher Education. It suffices to recall the Autonomous Agency for European Educational Programs (Spanish acronym OAPEE) and its ties with Spanish universities. Higher Education institutions such as the University of
Salamanca seek to offer the best opportunities to their students by generating prestigious international work contexts. In this sense, for our students the usefulness of the Erasmus program has been especially relevant, as pointed out recently in a study addressing the impact of mobility on Higher Education (known as The Erasmus Impact Study), because it has increased the employability of a significant number of our graduates. To this must be added, above all in the case of Spain, the improvement in our students’ knowledge of foreign languages; the improved incorporation of transversal skills, widely sought in the European Higher Education Area and much valued by potential employers; the establishment of contact networks among former Erasmus students and a greater disposition to work in other countries, together with a more cosmopolitan view of the functioning and complexity of developed society and the incorporation into personal biographies of all the experience gained from having resided in another country during the training period at university. All this, of course, but without overlooking, as mentioned, the relevance of having created an Erasmus generation that is more convinced than other Europeans of the advantages of living in the EU.
Finally, although this issue has been less studied in other Spanish universities, we should not lose sight of the economic impact that the program has had for university cities such as Salamanca and others. This derives from the demand for goods and services generated by this sector of the student population, together with the corresponding visits by friends and this is important to promote the excellence of Salamanca as a destination for students and tourists. I am convinced that the future of European Higher Education must involve an expansion of mobility programs and must attempt to promote an ever-more ambitious Erasmus program that will allow continuing collaboration between member countries and in turn generate an identity based on education and research as the fundamental values of a developed society and its welfare. The generations to come merit this opportunity and the Erasmus program is currently working hard to ensure that this will become a reality in the future.
RECRUITING ERASMUS reCrUitinG erAsMUs 2012 READy
6 PARTNERS ABBVIE
ASPIRING TO IMPACT PATIENT CARE
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We discover and develop new drugs in several therapeutic areas where we believe we can make a significant impact on the disease and its management.
PROVEN EXPERTISE Our discovery and development efforts are focused on a core set of therapeutic areas where we have proven expertise and where we believe we can have an even greater impact on the disease and how it is managed. These core areas of focus include immunology, kidney disease, liver disease, neuroscience, oncology and women’s health. We are investigating both small and large molecule approaches, and our internal research efforts are balanced with external collaborations across industry, academia and healthcare authorities.
ABOUT US AbbViE (NYSE: AbbV) iS A globAl, rESEArch-bASEd biophArmAcEUTicAl compANY formEd iN 2013 followiNg SEpArATioN from AbboTT lAborAToriES. ThE compANY’S miSSioN iS To USE iTS ExpErTiSE, dEdicATEd pEoplE ANd UNiqUE ApproAch To iNNoVATioN To dEVElop ANd mArkET AdVANcEd ThErApiES ThAT AddrESS SomE of ThE world’S moST complEx ANd SErioUS diSEASES. AbbViE EmploYS ApproximATElY 25,000 pEoplE worldwidE ANd mArkETS mEdiciNES iN morE ThAN 170 coUNTriES.
ADDRESSING SERIOUS HEALTH ISSUES immUNologY As leading experts in autoimmune diseases and therapies, AbbVie is focused on developing new medicines to address chronic progressive diseases in the field of immunology, including rheumatology and dermatology. AbbVie is investigating several diseases which have few or no treatments, including uveitis, hidradenitis suppurativa, pediatric crohn’s disease, osteoarthritis and lupus. in addition, we are progressing next-generation therapies in rheumatoid arthritis with the objective to improve the current standard of care.
kidNEY diSEASE kidney disease affects 50 million people in the U.S. and Europe alone. we are researching potential therapies for ckd resulting from diabetes and for acute kidney injury in association with major surgeries.
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8 PARTNERS ABBVIE
liVEr diSEASE Our antiviral program focuses on the development of treatments for chronic hepatitis C virus (HCV), a liver disease that affects more than 160 million people worldwide, with approximately three to four million new cases of infection every year. HCV infections potentially lead to long-term complications and chronic liver disease. AbbVie scientists are investigating a new all oral combination treatment regimen that is interferon-free for patients with genotype 1 HCV. Genotype 1 HCV represents the most prevalent patient type in the U.S. and Western Europe. We are committed to advancing science while finding the best treatment options for patients.
NEUroSciENcE Our current innovative research focuses on compounds that have the potential to treat a variety of chronic disabling neurological conditions. We have several compounds in the early and advanced investigational phases for diseases such as cognitive
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impairment associated with schizophrenia, Alzheimer’s disease, Parkinson’s disease, and multiple sclerosis (MS) — all of which affect millions of people worldwide.
oNcologY Our research is committed to discovering and developing targeted therapies that work against the processes cancer cells need to survive. AbbVie’s oncology pipeline includes multiple new molecules in clinical trials being studied in more than 15 cancers and tumor types, including some of the most widespread and difficult-to-treat, such as multiple myeloma and chronic lymphocytic leukemia.
womEN’S hEAlTh AbbVie is currently investigating a treatment for symptoms related to endometriosis and uterine fibroids. Each affects more than 16 million women throughout the world. Both conditions are highly prevalent and are associated with a number of symptoms including pain, bleeding and infertility.
OUR APPROACH TO CORPORATE RESPONSIBILITY AbbVie aims to have a remarkable impact on patients’ lives. We try to achieve this as a sustainable business, as a responsible corporate citizen, and as a philanthropic leader. As a sustainable business, we are innovating to meet changing patient needs. As a responsible corporate citizen, we are committed to our people, communities and environment. And as a philanthropic leader, we leverage our resources to enhance social impact. AbbVie combines advanced science, expertise, and passion to solve serious health issues and have a remarkable impact on people’s lives. We focus Corporate Responsibility efforts on our unique opportunities to support patients, build capacity, leverage expertise and transform education. Six responsible business practices underpin our CR approach, and the AbbVie Foundation, a nonprofit foundation, provides philanthropic support to organizations across the globe.
CAREER OPPORTUNITIES Joining AbbVie means working alongside, learning from and exchanging ideas with some of the best and brightest minds in the industry. At AbbVie, we believe each of us can have an impact on our business, our culture, our success and the lives of those we serve – even if you are still in school or recently graduated. we are always looking for proactive people, with an innovative character, good team players, responsible and with enthusiasm for developing his/her career with us. fluent English skills are essential. if you want to be part of our mission, AbbVie has countless opportunities for you … > To join some of the best and brightest minds in the industry.
> To grow, contribute, discover and learn. > To be part of something bigger than a job… something that has a meaningful impact on society. Visit our career webpage www.abbviecareers.com where you will find all the job opportunities that AbbVie offers you all around the world.
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10 PARTNERS ALDI
ALDI is one of the most important retailers in the global business market today. Based on our strong business concept built up over the course of decades, we are continuing to expand worldwide because regardless of how the economy may fluctuate, people will always need food. ALDI has the best value products in the market, in keeping with our principle of “the highest quality - the lowest price�, which goes beyond a successful marketing positioning. This principle has given us great success in the 4,500 retail outlets in the countries where we operate, such as Germany, France, Portugal, Spain, Holland, Belgium, Luxembourg, Denmark and Poland.
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ALDI DNA: Passion for retail! Passion for people!!
It works because we do away with complications and focus on what’s really important. The world is complicated enough as it is. For example, we eschewed expensive presentations for standard retail outlets where anyone can feel at home. Simple, decentralised structures are part of our business culture and a fundamental factor in ALDI’s success. The resulting delegation of responsibility means that in every area of ALDI, people with a passion for retail are motivated to work towards meeting our commitments. We all have a clear goal: To ensure our customers’ ongoing satisfaction at all times. As people with a real passion for retail, we are always open to innovation. However, instead of jumping on every new trend, first of all we carry out a thorough check to see if an innovation is consistent with our principle, if it offers value to our customers or helps us to improve as a company.
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12 PARTNERS ALDI
Our “ALDI DNA” sets us apart: what does that mean?
It means that we are firmly committed to respect, honesty, transparency, equality and trust in our dealings with our customers, collaborators and suppliers. We never promise something that we are unable to guarantee. We never compromise where quality is concerned. Our contracts and agreements are negotiated fairly and geared towards targets. Instead of focusing on short-term profits, we are committed to long-term economic success. We act with responsibility and sustainability and always focus on our customers. What we do and how we do it is “typically ALDI”, it’s just our ALDI DNA. Do you have ALDI DNA? Are you demanding and on the lookout for a company with a strong brand DNA? Do you want to be entrepreneurial and tackle challenges in a primarily practical working environment? Do you carry business DNA in your bones and do you want to grow in your profession with commitment and passion? Then you already have the most important skill set for taking part in our manager development programme.
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Being a manager at ALDI: a great retailer a great employer At ALDI, no one day is the same as another: Various issues arise in sales regions, personnel management, hiring, availability of goods, new retail outlets opening, stocktaking...and ultimately you are responsible for the personnel in about five retail outlets with a combined staff of between 50 and 60 collaborators. That means that every day you have to demonstrate your business talent, make authoritative decisions, motivate and manage your collaborators and ensure customer satisfaction. ALDI offers a great deal to its collaborators in return for their commitment: Higher than average pay and various benefits, such as a company car. You also have to factor in something that can’t be measured in euros or cents:
A transparent and honest business culture with direct decision-making and a lot of freedom of action. Not only that: at the end of the day, the great feeling of having done something worthwhile. And what does the future look like? If you want a successful career in retail, this couldn’t be a better start. We plan your professional development in ALDI together. We give priority to internal promotion in covering management positions. Everyone knows what’s expected of them and you can see how your efforts fit. Your career is based on merit and it’s easy to see how you can achieve personal success. That means we give priority to people that have proven to us that they have a real passion for retail. ALDI a fantastic place for people who are willing to work hard and learn from the very best.
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14 PARTNERS ALTADIS
Altadis: Imperial Tobacco Group
In Altadis (ITG) we do not only value how good you are today, But how good you want to be! RECRUITING ERASMUS
Get to know Altadis, part of Imperial Tobacco Group Altadis is the Spanish branch of a multinational tobacco company, Imperial Tobacco Group. We have broad experience and a long and significant history in the country. Our ambition is to strengthen our leadership in the Spanish market in all tobacco Categories: cigarettes, cigars, fine cut tobacco, papers and tubes. Altadis is part of Imperial Tobacco Group since 2008. ITG is a multinational company with presence in 160 countries and with 38,000 employees that has a strong position in the different categories of the industry. What makes Altadis different from other companies in the market? BIG AUTHONOMY Every employee has voice on the team, and the company constantly pushes you to come up with new ideas. Raquel (Production) GREAT TEAM If i need to choose what i like the most from Altadis I definitely would say my team. Luis (Human Resources) HAVING FUN Today it´s a big success to enjoy your work every day, being able to be authentic in a multinational company. Miguel Angel (Sales Manager) SOCIAL RESPONSIBILITY We are committed with the economy of our country, we buy in Extremadura an important amount of the total tobacco produced. Javier (Factory manager)
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16 PARTNERS ALTADIS
What are we looking for? People
like YOU! Fully motivated to win every day
What is going to be your role? Working in the department that better fits your interests and profile: In ITG we are a FMCG company with plenty opportunities in Sales, Marketing, Trade Marketing, Finance, Human Resources, Corporate Affairs, and Purchasing. What does ITG offer me? The opportunity to achieve what you deserve. You will build a professional experience that will allow you to grow with your ambition and due to meritocratic approach.
LEARN: One of the most complex and regulated industries: “Every day is a battle to keep and increase our market share�.
WORK: In ITG we believe that talent helps, but nothing will take you as far as perseverance; we will give you the opportunity to be part of the most challenging projects in our industry.
MOVE: Get positions in one of our 160 offices around the word and discover the way ITG implements its strategy in different markets.
DISCOVER: Different areas by getting involved in projects with different teams and in different departments.
GROW: We would like to recruit ITG future leaders. We will prepare you to become through experience the leader you have been getting ready to be, feeding your business knowledge and your commercial push. RECRUITING ERASMUS
Develop in ITG, the best version of yourself Internship Programs: Programmes between six months and one year that will give you the opportunity to get to know an area of the business.
Young Graduate Rotational Programme: Designed for degrees/masters graduates. Two years rotating in different departments in Spain or other markets will give you the opportunity to get a 360ª view of the company. MBA Rotational Programme: Designed for MBA graduates. Two to three years rotating in different departments in Spain or other markets that will give you the opportunity to experience roles of responsibility from the very first moment. Young Joiners: Recruitment for specific functions in a department of the company. @ITG #mybestversion #bringiton#Ritabestversion
“Setting challenges to take on every day” “Always go the extra mile when asked to be innovative” RECRUITING ERASMUS
18 PARTNERS SABADELL
When challenges arise, you have to tackle them. With all your strengths.
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Banco Sabadell is the fourth largest private banking group in Spain. It is made up of different banks, brands, subsidiaries and holding companies which together cover all areas of financial business under a common denominator: professionalism and quality. A young and highly qualified human team, state-of-the art technological and commercial resources and a client-oriented organisational structure (more than 6 million clients across the world) which is both multi-brand and multichannel enable Banco Sabadellto hold its solid position in the financial sector. After years of growth based on the acquisition and integration of financial entities based in Spain, Banco Sabadell seeks to reinforce its leadership position with an ambitious future project with an international outlook. Our time has come to widen our horizons and to do so we will need young professionals who are prepared for working in transnational environments, specialise in making complex situations simple and who will face the challenges that this new scenario will generate with enthusiasm.
development, in which we will share our knowledge and experience and an enthusiasm to rise to the challenges that the bank will face in the future.
You have shown how easy it is to cross borders when guided by enthusiasm.
We are not new in the international environment. We have extensive experience and presence in the global market, helping our clients develop their activities throughout the world. In addition to the different representative offices in places such as Singapore, Warsaw or Algiers, we have operating branches in London, Paris and Casablanca. The main asset of this international presence is currently Sabadell United, 100% owned by Sabadell, in the heart of Florida. Within this challenging and growing environment there will be a place for the group of future professionals who form part of Recruiting Erasmus. You have shown courage and commitment with your training and professional career. This is why we hope that you would like to become a part of our future project; a project full of opportunities for growth and personal and professional
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20 PARTNERS SABADELL
TALENT GRADUATE PROGRAMME In January 2015, we initiated the Talent Graduate Programme. This is a new programme which will select 50 talented recent, high-potential graduates each year who will have the opportunity to develop their professional career in Banco Sabadell, based on a specific two-year programme which will help them to one day become the bank’s directors. During the programme, the participants will learn about the organisation, rotating between the different divisions and will be trained in aspects such as business knowledge and developing interpersonal skills. Over the two-year period they will be assessed continuously so as to guarantee their integration, performance and the satisfactory fulfilment of the programme.
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Jordi Galimany
Mar Soriano I did a six-month’s Erasmus programme at the University of Amsterdam studying Economics. I had heard good reports about this university and the subjects interested me. The teaching methodology is much more practical and gives much more autonomy to the student. This enabled me to study the fields that most interested me in greater depth and I had more independence when making decisions. After completing the Erasmus programme and graduating, I did a Masters in Economics at Barcelona Graduate School before starting to work in the Macroeconomic and Financial Environment Division of Banco Sabadell.
From my experience at Banco Sabadell I would highlight the opportunity that it offers for professional growth thanks to a continual learning process and the opportunity to face new challenges every day. All of this is undertaken in an excellent working environment.
I did my Erasmus programme at the University of Maastricht. It was recommended to me by one of my university lecturers due to its intensive and demanding study method which entails few theoretical classes and focuses more on learning in small groups through problem solving, practical cases, etc. , which enabled me to mix and interact much more with more students from other countries and to improve my English. When I returned to Barcelona I completed my Economics degree and worked as an intern in the Public Finance department of the University. I then did a Masters in Economics at Barcelona Graduate School, where I was given the opportunity of being an assistant lecturer on the Economics degree course at the University. Subsequently, I began an internship at Banco Sabadell in the Macroeconomic and Financial Environment Division and became an employee after a few months. The working environment is very similar to the one that I experienced in Maastrich where full involvement and teamwork is fundamental. Furthermore, the work philosophy is the same; as the world economy generates new problems and case studies you are obliged to review your knowledge and apply it in the best way possible so as to fulfil the objectives of the department and the bank.
About my experience at Banco Sabadell, I would highlight the work environment and the relationship between colleagues and superiors. There is a balance between friendliness and familiarity that is created by a pleasant working atmosphere, and also between commitment and individual responsibility that allows to address the challenges of working in day to day.
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22 PARTNERS BBVA
A forward-looking global bank BBVA is a banking group with a diversified business providing financial services to 53 million customers in more than 30 countries. BBVA has a strong position in Spain; it is the top financial institution in Mexico; it has leading franchises in South America and in the United States, where it is one of the 15 largest banks; and has a significant presence in China and Turkey through partnerships with CITIC Group and Garanti Bank, respectively. It is one of the top banks in the eurozone in terms of ROE and efficiency.
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Everything has already been invented. Until someone else reinvents it. Let s reinvent banking
Every day is different At BBVA we are working towards a better future for people. That is our vision. And to make it a reality we strive to always do business in a responsible way, and we allocate a significant part of the Group’s profits to social, cultural, scientific and environmental initiatives. These initiatives are carried out under programs driven both by the different banks that comprise the Group and by our global foundations – the BBVA Foundation and the BBVA Microfinance Foundation – and the foundations that have been set up in the various countries where we operate. At BBVA we believe in a different model of banking based on the principles of integrity, prudence and transparency. To make it a reality, we have adopted three commitments: > Strive to conduct our daily work so it has a positive impact on the societies in which we operate. > Create “social business opportunities” to create social and economic value for BBVA. > Invest in those societies in which the Group is present through support for initiatives, especially those involving education.
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24 PARTNERS BBVA
Moreover, our work and best practices have been awarded by companies and publications from all around the world. Just in 2014, Euromoney, The Banker, Latin Finance, Fortune or Randstad has rewarded our organization.
> Committing to real-time transaction platforms to enable data analysis and customized content distribution. > Adapting to changes in all the geographical regions where we operate.
JOIN BBVA Digital Banking At BBVA we are working to become the digital bank of choice at international level. Our goal is to provide a different experience to our customers, making their life easier in both the physical and digital worlds. Within this transformation process we have embarked on, we focus particularly on the following points: > Creating increasingly flexible and simple digital products. > Consolidating our customers through the Web and mobile channels.
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Marketing, HR, auditing, legal services‌ Whatever your experience are, we bring you the to develop a professional career your interests.
technology, profile and opportunity adapted to
Contrary to what you may think, at BBVA you can not only work as a person with a financial background, but also as someone with other types of background. There are many areas that help with the day-to-day running of the Bank: Retail and Wholesale Businesses, Finance Division, Marketing, HR, Auditing, Technology, Legal Services, and more.
If you have just graduated, or if you have an extensive professional career, you will have the opportunity to form part of BBVA and develop your career with us. With respect to the opportunity of undertaking an internship with us, we are currently running the Becas 3000 programme. This initiative was motivated by BBVA’s concern for improving the future of Spanish society on both an economic and social level, focusing on the employability of young people. This programme promotes the practical training of young people who wish to complement their theoretical knowledge with practical experience within their professional field. The aim of the scheme is to provide a springboard with which to incorporate young people into the labour market either in BBVA or in other companies. For further information about the project, go to
www.invertimosparaelfuturo.es Working with BBVA means developing your career in one of the most innovative companies in the financial sector, at a bank that knows that the future is digital and wants to become the best global bank in the world. If you are a determined and results-oriented person, you can help us realize this goal. Being part of our team is a unique experience because our ways of doing banking are different: We are committed to our customers. We seek simplicity in our daily work, removing anything superfluous and complicated. We reward collaboration and teamwork. And above all, we do things responsibly so our business is sustainable over time. In exchange, we provide our employees with the best tools to enable them to apply their skills and acquire the knowledge they need to perform their duties. In our development model, employees are responsible for their own professional growth and have access to training and international mobility programs. This benefits both BBVA and each employee. After all, we grow together.
https://careers.bbva.com
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26 PARTNERS CEPSA
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30 PARTNERS CLH
The Company
The CLH Group, which comprises Compañía Logística de Hidrocarburos and its subsidiary CLH Aviación, is the leading company in Spain for oil product transportation and storage and is one of the largest private companies in its sector at an international level. The CLH Group plays a key role in guaranteeing society with safe, easy access to oil products. In order to do this, it has one of the largest, most efficient integrated oil product transportation and storage networks in the world, with over 4,000 kilometres of oil pipeline and a storage capacity of 7.9 million cubic metres, that are available to all oil operators that do business in Spain. The CLH Group bases its management on criteria of commitment to sustainability, safety, efficiency and collaboration with society as stated in its Mission, Vision and Values.
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Main activities:
Storage, transportation and distribution of oil products in mainland Spain and the Balearic
Islands, while also guaranteeing free third-party access to the logistics system.
Storage, distribution and into-plane supply of aviation fuels and lubricants, through CLH AviaciĂłn.
CLH is committed to attracting and retaining talent and the company is involved in the following projects for this: The talent management process. Performance assessment.
Continuous training and career development management.
Biofuels: logistics services, storage and blending of
Recruiting participation in Erasmus fits perfectly with our
offering our customers a comprehensive service.
has led us to be among the 50 best companies to work
biodiesel with diesel and bioethanol with gasoline, Strategic and security storage
Other activities: Metrology Laboratory.
Values We aim to be an international benchmark in energy
strategy of attracting and retaining talent. This strategy
for, according to Merco Index. In addition, in 2013 we received the CEX Prize and in 2014, the Award for “Management of Human factor “ .These surveys have
highlighted our work on factors such as the development of people or conciliation.
With respect to the latter, note that CLH is among the
19 companies nationwide rated B + Proactive in EFR
distribution, contributing towards its responsible use,
certification.
environment, and cooperating in the prosperity of the
All of this has been achieved thanks to the almost 1,600
aim for our employees to feel proud of forming part
out their work daily with a commitment to technological
importance of their work.
of continuous improvement.
looking after the safety of people and protecting the places where we have business units. It is also our
people who are employed by the CLH Group and carry
of the company, aware of its social relevance and the
innovation and sustainability within a constant process
Efficiency-CommitmentExcellence-Safety-Integrity-Trust
A Great Human Team
International Expansion The CLH Group commitment to internationalisation provides for growth, through building or acquiring
logistics assets, and also the provision of advisory
Efficiency, Commitment, Responsibility, Excellence,
services based on the experience gained during more
Safety, Integrity and Trust are the CLH Group values
than 85 years, which is the length of time it has been
and main asset of the people who work in the company.
present in the sector.
CLH is committed to reflecting these values in its selection
processes by recruiting people who are committed, keen
Investment in logistics assets
their personal and career development and are open to
CLH wishes to have a presence in the logistics sector
to learn and team-oriented, who show an interest in change at a functional and geographical level.
of other countries through building storage and
The CLH Human Resources Policy is based on achieving
or through establishing alliances with other companies
a satisfactory work environment that supports continuous
transportation assets, the acquisition of existing assets in the sector.
training, equal opportunities, workplace integration and
the right balance between professional and personal life in safe, healthy surroundings.
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32 PARTNERS CLH
Operation of logistics assets The experience and know-how that CLH incorporates into
with its management systems, enables it to provide its customers with top quality service.
all its operations, which are based on efficiency, safety,
Training and development: Training is one of the basic
that is marketable through agreements for operating
CLH works to give its employees the knowledge and
state institutions.
thereby enabling them to achieve career development
automation and customer service, are a valuable asset
cornerstones of the company’s Human Resources Policy.
logistics infrastructures owned by other companies or
skills necessary for excellent performance in their duties,
Storage and into-plane fuel supply at airports The strong presence of CLH in the aviation sector in Spain
and personal satisfaction.
Social benefits: We at CLH are committed to offering our employees a quality job in a satisfactory, flexible
work environment that encourages the right balance
gives the Group an excellent position and knowledge for
between professional and family life.
in other countries, or for participating in invitations to
Commitment to society: The CLH Group Corporate
and providing into-plane fuel supply services for aircraft.
trust and cooperation with its stakeholders, in accordance
developing logistics infrastructures at airport facilities tender with a view to operating storage infrastructures
Advisory and consultancy services CLH offers its services for providing advice in processes
Responsibility Policy is based on establishing relations of with the company’s Mission, Vision and Values document and its commitment to the ten principles of the United
Nations World Compact, with a view to playing its part towards sustainable development.
for transforming or optimising logistics operations. The
Continuous
improvement
and
technological
including, among others, product movement planning
and innovation as part of its culture in order to assure
facility automation and control.
expectations of its stakeholders. CLH also encourages
Strategic reserve storage
through different channels for collaboration.
solutions it offers encompass different areas of activity
innovation: CLH includes continuous improvement
and programming, operation and maintenance, and
excellence in its processes and fulfil the needs and
CLH takes advantage of the geographical position of
Spain, which connects the markets of northern Europe and the Mediterranean, to offer strategic storage services
the company’s employees to participate in this field
Our Profiles
to operators and central government bodies in different
Students
resources for commencing, if required, the construction
CLH is committed to offering final-year students the
countries. CLH possesses the necessary permits and of one million cubic metres of storage capacity.
opportunity of putting their knowledge into practice in an
environment where there are highly qualified professionals,
Reasons For Working In ClH A leading company in its sector: CLH has one of the
largest and most efficient integrated oil product storage
and transportation networks in the world which, together RECRUITING ERASMUS
and learning in a company that is in a constant process of technological adaptation and innovation.
CLH has signed cooperation agreements with more than
30 universities, business schools and study centres over the whole of Spain. Also, throughout the year CLH takes
in vocational training students from 70 vocational training
institutes around Spain to enable them to complete the practical side of their training at its work centres.
Junior Professionals CLH recruits junior professionals with up to 2 or 3 years of work experience, in technical or specialised jobs,
offering them the opportunity of getting to know the company from base level and developing a professional
career. To do this, CLH runs training programmes that foster success in the performance of their jobs, besides integrating them into the company’s culture and the different work teams.
On the other hand, around 100% of the posts of responsibility in the CLH Group are covered by means of internal promotion through training and skills development programmes.
The CLH commitment towards the people who work
in the company is based, among other things, on guaranteeing a fair, motivating remuneration policy and on achieving the right balance between personal and
professional life through measures that make temporal and spatial flexibility and support for the family possible.
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34 PARTNERS COCA-COLA
Coca-Cola is the world’s largest beverage company. Through 500 sparkling and still brands and the most extensive distribution system in the world, consumers from more than 200 countries enjoy almost 1.6 billion drinks per day. On a global scale, we are the leading company in carbonated soft drinks, fruit juices and juicebased beverages as well as ready-to-drink teas and coffee. Coca-Cola iberian Partners, the bottler of Coca-Cola for Spain, Portugal and Andorra was created in February 2013, integrating the eight existing bottling plants in the region into one company. As well as sponsoring sports, cultural and social events it maintains its commitment to society and the environment. Coca-Cola is Spain’s most popular brand and is the brand most associated with happiness. The guiding principles which have helped us to achieve this can be summarised in the mission, the vision and the values of the Company. Through these principles, based on Coca-Cola’s 2020 VISION, our goal is to be prepared for a more sustainable future. RECRUITING ERASMUS
Our mission It defines Coca-Cola’s long-term objective as a company and is the standard against which we weigh our actions and decisions in order to achieve three fundamental goals:
To refresh the world
To inspire
moments of optimism and happiness
To create
value and make a difference
Our values guide the actions and behaviour of The Coca-Cola Company in the world. They are: Leadership: striving to shape a better future. Collaboration: enhancing collective talent. Integrity: being transparent. Accountability: being responsible. Passion: being committed in heart and mind.
Our VISION Our vision is the framework for our roadmap and describes what we need to accomplish in order to achieve maximum sustainability, quality and growth. In this way we can fulfil objectives adapted to different fields: People: To be a great place to work, where people are inspired to be the best they can be each day. Beverages: To offer a portfolio of quality products which anticipate and satisfy people’s desires and needs. Partners: To develop a network of customers and suppliers in order to create mutual and enduring value. Planet: To be a responsible citizen that makes a difference by helping to build and support sustainable communities. Profit: To maximise return for shareholders while being mindful of our overall responsibilities. Productivity: To be an efficient and dynamic organisation.
Diversity: having a wide range of brands and being as inclusive as they are. Quality: searching for excellence.
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36 PARTNERS COLA-COLA
Our winning culture defines the attitudes and behaviours that will be required of us to make our 2020 Vision a reality.
A WinninG CUltUre
FOCUsinG On tHe MArket
> Focusing on the needs of our consumers, customers and franchise partners
WOrkinG intelliGently ACtinG like OWners
> Getting out into the market: listening, observing and learning > Possessing a world view > Focusing on execution in the marketplace every day > Being insatiably curious
> Acting with urgency > Remaining responsive to change > Having the courage to change course when needed > Remaining constructively discontent > Working with efficiency > Being accountable for our actions or lack of action > Administering system assets and focusing on building value > Rewarding our people for taking risks and finding better ways of solving problems > Learning from our outcomes – what worked and what didn’t
Inspiring creativity, passion, optimism and fun
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BeinG tHe BrAnD
reAsOns FOr WOrkinG At COCA-COlA
WHAt’s it like tO WOrk At COCA-COlA? Coca-Cola’s success would not be possible without its employees. their contribution and commitment to the company is vital, which is why at Coca-Cola we do everything possible to foster happy working environments. Our aim is for everyone who works for the company to be positive and happy and to generate creativity and innovation with a passion while eliminating any trace of discrimination related to gender, disability or origin. How? in order to achieve all of this, Coca-Cola iberia has implemented development plans and personal training programmes which enable workers to evolve in accordance with their skills and aptitudes from both a professional and human point of view. the objective is to help our employees maintain a work-life balance. Our initiatives do not end there: at Coca-Cola we also run the Ambassador Programme which connects the company to its workers. through Ambassador some of the people who work at Coca-Cola become ambassadors for the brand, promoting the way of life associated to it and the sense of belonging and pride in forming part of Coca-Cola. it is a live programme in which the workers make suggestions and take the initiative within the company.
Working at Coca-Cola goes beyond a mere position in an office: we believe that we have something special in our company, something which makes us feel proud as a company and as individuals and which is related to building a brand that people love. Therefore we believe that there are six good reasons for working at Coca-Cola. 1. Being part of something important Coca-Cola enables you to make a positive mark in the world. Sustainable initiatives, the promotion of human rights or the simple economic impact of your actions: our employees create something by doing their work well. Coca-Cola offers many opportunities to create value through creative and ingenious ideas regardless of your position. In this way we can make lasting contributions in many places. 2. Growing together Every person has the opportunity to create a long and successful career with Coca-Cola. We believe that forming part of our company is more than simply having a job. The programmes implemented within the working environment provide constant opportunities for development in over two hundred countries throughout the world. We want your growth opportunities to be limitless and we want to grow with you. 3. international recognition Coca-Cola has fans from Boston to Budapest, from Barcelona to Bahrain. you can find Coca-Cola in the remotest corners of the globe. In 2012, Fortune magazine named us the fourth most admired company in the world. Our brand is internationally recognised. Our unyielding commitment to integrity and quality has earned
us the respect of customers and competitors. This is an extraordinary asset to have. 4. Being part of a diverse team Diversity is part of Coca-Cola because we operate in very different places and with very different people. This enables us to better connect with the needs of our consumers. At Coca-Cola you have the opportunity to work in teams with people who have different backgrounds and ideas and who work in offices across the globe. Teamwork forms a fundamental part of our spirit: the exchange of different points of view, perspectives and priorities enables our workers to grow together. 5. A unique culture: converting passion into action From day one, you’ll notice a culture where our people are truly dedicated to living our values. The Coca-Cola brand represents local qualities on a global scale: caring for its employees, sharing, connecting, integrity and excellence. Our culture mirrors those attributes and each seeks to ensure that each person is capable of converting their passion into action. To put it simply: we are the brand 6. A rewarding environment At Coca-Cola we believe that the rewards are more than pay. Some of the benefits that we offer our workers are programmes based on salary packages and benefits and also on learning and a pleasant working environment as well as the building of a career within our company. We regularly assess and update our programmes so that our employees receive the rewards and kind of benefits that can be expected from a world leader.
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38 PARTNERS EVERIS
After a whole year living abroad, surrounded by people of every nationality, taking from them a set of points of view, of different ways in doing things, of facing challenges and problems, creating solutions, celebrating joys and overcoming sadness, you return to your city being the same, but at the same time, a whole new person. Everything you have experienced is already part the way you are. Just like foreign languages, you have to keep practicing them so you do not forget; you must exercise all the skills obtain in Erasmus so it goes with you all the way.
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Four advices to choose the company in which to work after having an Erasmus How to do it? Easy. You only need to develop professionally in a company, which DNA has rooted solid values, based on the same collaborative and responsible spirit. It has to be a company in which their professionals share the same global and coherent spirit. In everis we think that, at least, we can give you four advices so this new “me� in which you have become after your international experience goes with you throughout your professional life.
you that way of understanding the world without frontiers, where your talent is the key to open any door to anywhere. In everis, as a company part of NTT DATA, we offer you the chance of working in a coordinated manner and providing different views with teams of people located in 44 different countries. In addition, we have offices in thirteen countries between Europe, North America and Latin America.
1. - Do not stop thinking overall The internationality nature is already in your DNA, which makes you into a candidate with a more global view, and, thus, potentially more useful for the company you work in. Therefore, you must look for a company that shares with
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40 PARTNERS EVERIS
2 Do not stay in your comfort zone, keep innovating Experts say that naturally, people tend to settle in a “comfort zone”. It is a mental place in which we agree with everything, and we do not think in changing anything from our lives. However, the same experts maintain that whenever we live new experiences in which we tend to make the best of ourselves, we enter a virtuous cycle, which leads us to the continuous search of new challenges, of chasing successes and even facing failures with dignity. Getting out of the comfort zone is synonym of innovation. In everis, we do not settle on always doing the same thing. We are always looking for the way of thinking creatively and innovatively. Therefore, we think in a “future consulting”, in the way of working that is born precisely from the most important things for us: our people and our talent. From our first years until today, we have kept a pretty much stable age average, around 28 years. The ones that now have 28 years belong to the so-called “millennial” generation, the millennium generation, and the first generation that has grown in a digital revolution surrounded by open paradigms. Therefore, we want to lead the new digital and open consulting, since new generations beg for this type of consulting.
3 Being demanding means to be generous first They say that during the Erasmus experience one of the things you learn the most is to share experiences. One becomes more generous and empathetic with others. Others successes are celebrated as a group and failures are dispelled in the warmth of that new family you are part of during a year. All of this happens due to that maturity acquired when living independently, in completely different surroundings to everything you previously knew. In a consulting company such as everis, something very similar happens. Since you start working in your first project, different people will come into your life, each one with a point of view about life and a way to face challenges. But, they all share the same illusion: to continue growing along with the people coming into their lives.
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This is related to the fact that it is only possible for you to grow if your teammates do it too. Because if you are not generous, you are not part of the group, but at the same time, you need to help all of them grow in order to favor your team.
4 Responsible freedom Since everis is part of the multinational corporation NTT DATA, each time we are more global and therefore, by being part of one of the top consulting companies worldwide, we are freer. Why? Well, because for everis, being faithful to our values is as important as the results. Or rather, we consider that it is impossible to obtain the results set, if we are not true to the values that identify us, since they are the way we are, think and act. As Benito Vázquez, everis delegate consultant, says, “If the fact of being free is a right, businesswise it is complicated to manage, since everyone is centered in their own rights”. “But if you see it as an obligation, then you must add the word responsible, and this turns into something completely different as you are demanding yourself responsibility to enjoy this freedom”, Vazquez says. For that reason, we share in order to do. everis values are apparently simple, but based on deep concepts, since these are rooted in our way of understanding consulting which is mainly based on the relationships excellence between people. Everything has been obtained by acting consistently, always aligned with the values that make us into one of the reference companies of the consulting sector. everis is an exceptional company worldwide in economical, ethical and emotional terms, led by values and where any dream is attainable. In a way, working in everis is like continuing Erasmus all your life, learning from others, living with other nationalities and sharing experiences with people that care about you. With people that care about what you do and who you are.
We aRe eveRis, oRDinaRy people Doing extRaoRDinaRy things everis an ntt Data Company is a global consulting, IT, and outsourcing professional services firm doing business with a comprehensive array of industries, including banking and finance, utilities, federal government, insurance and healthcare. We specialize in world-class business development and strategy, technical applications, IT and cybersecurity, cloud computing, maintenance, and outsourcing solutions . We are part of a major group, NTT DATA; making us a company of more than 70,000 professionals in 41 countries. We work with the most important global companies in every industry, so you will have the opportunity to fully develop your talent and capabilities. Our difference is our people and our culture. First and foremost at everis, we believe in people and their overall professional development. We believe in cultivating the best talent and creating an environment of responsible freedom that results in high professional performance. How do we do it? We train our employees to look at the world from a realistic perspective of possibilities, then we boldly empower them to look beyond; to seek solutions that are forwardthinking; far-reaching; transformational.
Why eveRis? Customized career plan: you will have the opportunity to plan your career according to your own personal motivations and interests; part of the everis culture. Innovative cuttingedge projects: you will be able to participate in projects that are cutting edge and impactful to our clients’ success in their areas of business. education and training plan: custom fit to your professional career pathway. This will allow you to develop both your knowledge and skills. Compensation package: our employees are offered a competitive salary and a “best in class� 100% company paid comprehensive heatlh benefit program that provides balance between their career and professional life allowing them to soar with every area of their lives. positive attitude: all of this is available to you within a work environment that is well-known for its positive attitude. You will be surrounded by people who share your aspirations and an encouraging entrepreneurial spirit.
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42 INTERVIEW FEDERICO MORÁN
Federico Morán FORmER GENERAL SECRETARy FOR UNIVERSITIES. SPANISH mINISTRy OF EDUCATION, CULTURE AND SPORTS.
Opportunity for university students
i
t´s precisely during times of change and transformation when the value of higher education plays a more important role in society. And undoubtedly, as well as being an engine to advance knowledge, universities must also promote the social and economic development. obviously this applies to Spain, so the government should support all education initiatives that foster closer links between the university environment and the business world.
This is the objective of the initiatives developed by the Ministry of Education, Culture and Sport, such as the work placement programs, ARGO GLOBAL and FARO GLOBAL, which have generated some very promising results in terms of the employability of our students. FARO GLOBAL is directed to students and ARGO GLOBAL to Bachelor and Master graduates. The grants allow university and graduate students to undertake trainee programs in Europe, United States, Canada and Asia. The program pretends to help them to have a first labor abroad experience, in either multinational company or institution and, at the end of the day, to improve in a second language. The results of this program are outstanding 96% of the FARO beneficiaries found a job within their first year after graduation. Furthermore, 34% of them have already a job even before graduating1. During the next 3 years the ARGO grants are going to receive a total funding of 4.500.000 €. In order to foster the entrepreneurship and self-employment in our graduates, this Ministry in cooperation with the Ministry for Industry, Energy and Tourism, has developed in the last 2 years a Program with courses on initiation to entrepreneurship. The courses are RECRUITING ERASMUS
completely supported by the Program, so they are free both for students and universities. Almost 900 Master, Doctorate and last-year Bachelors students have attended to these courses in 47 Spanish universities. The goal of the course is to motivate entrepreneurship spirit among the university students, to educate them in company creation and stimulate the creation of new ones. In short, our aim was to ensure that the participants had a global perspective of business, to teach them how to design a business plan, why such a plan is necessary, who it should be aimed at, what information to include, and where to find this information. This program will continue on 2015, because it is a priority for our society to change the productive model through education and for the first time, in 2014, seminars to train university professors on this topic have also been included, so entrepreneurship becomes a transversal skill. As well as encouraging this entrepreneurial spirit among our students, we should also promote employability as a determining value of our university degrees. Therefore, one of the new projects being developed by the General Secretariat for Universities is to complete the Ministry’s Integrated System of University Infor-
mation (SIIU) with data related to the labor market insertion of university graduates. The first report has already been published and on 20152, and it analyses the employment results 1, 2, 3 and 4 years after graduation. The first complete analysis determine the work trajectory of the graduates from the 2009-10 academic course from all Spanish universities, both public and private. This material is already available at the web page of the Ministry. This information may play a decisive role in the student’s choice for a degree or University and will also be useful for Spanish companies and non-academic institutions: which type of graduates do our companies need? Which training should they receive? Which competences will they be able to develop in their subsequent jobs? It is necessary for the universities, companies and non-academic institutions to be linked and move forward together. This report gives rise to interesting conclusions, such as the reduction in the risk of unemployment among young university graduates, the variation in the percentages of graduates affiliated to the Social Security System depending on the area of their studies, the low rates of self-employment and entrepreneurship of Spanish bachelor graduates or the improvement, in economic terms, that the experience of university graduates contributes to the labor market. With respect to the mobility of university graduates, it unravels that three out of every four graduates work in the same autonomous region in which they studied. However, it has been observed that the economic crisis in Spain has generated a very slight increase in mobility: in five years, the percentage of university graduates affiliated to the social security system who remain in the region in which they graduated has fallen from 79.7% to 75.9%. In the next few years it is expected that the internal mobility of graduates will continue to increase, which is a common aspect to other countries. Finally, I would like to highlight the impetus that the Erasmus mobility program represents for the Spanish students employment prospects. European Commission has published the first Erasmus Impact Study 3. They have calculated the impact of these Erasmus stays on improving the student’s skills, on employability and labor mobility and on the internationalization of the Higher Education Institutions. They have reported that more than 85% of the Erasmus students increase their employability and improve their skills. Besides, also important is the impact of the Erasmus trainees in the first employment of the students. Spain, together with Germany and France, is among the three
countries that have more students participating in the Erasmus program throughout its twenty-six years of history, and in recent years, Spain has mobilized the highest number of students. The new Erasmus + program presented by the European Commission has introduced significant improvements that Spanish universities should take advantage of. It also provides better opportunities for our university students. However, the criteria for the distribution of the mobility’s funding per student have been changed, thus reducing the number of Erasmus students. As the Government’s priority is to maintain the number of Spanish students participating in Erasmus +, boosting the excellence of the program, the Ministry of Education, Culture and Sports has launched last year the Erasmus.es Program, assigning 37 millions of euros, almost the same quantity as the European Commission, to support Erasmus stays for students that award a B2 or equivalent level in language skills and go to the best universities in their area of knowledge or go for a trainee. The Erasmus.es grants are higher than the ones given with European Commission founds to encourage the improvement in language skills and the academic quality of the stay. Moreover, the funds are distributed in a way that stimulates the mobility of Health, Science and Technological students.
1 http://www.mecd.gob.es/educacion-mecd/dms/ mecd/servicios-al-ciudadano-mecd/catalogo-servicios/ becas-ayudas-subvenciones/practicas-empresas-organismos/faro-entidades-colaboradoras-gestion/subvencion-faro-global-2010-2013/ESTUDIO-HISTORICO-FARO.pdf) 2 http://www.mecd.gob.es/educacion-mecd/dms/ mecd/educacion-mecd/areas-educacion/universidades/ estadisticas-informes/informes/Insercion-laboral-egresados-universitarios.pdf 3 http://europa.eu/rapid/press-release_IP-14-1025_ en.htm
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44 PARTNERS GAS NATURAL FENOSA
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{
PRESENTATION
Name and Surnames: Javier Batlle Mercadé Where did you do your Erasmus? Politecnico di Milano. Milan, Italy
}
Current position: Marketing Manager for Latin America at Gas Natural Fenosa
ERASMUS EXPERIENCE Describe your Erasmus experience. What skills/aptitudes did you develop during your international experience? It was a magnificent experience. As well as learning a language and a culture and progressing further with your studies, you develop many social skills, the capacity to work with very diverse groups and you learn how to be independent, set yourself objectives and apply yourself in order to fulfil them. What was the best part of your Erasmus experience? All of the friends that I made and living in a marvellous region.
What was the worst part? Right now I cannot remember any bad things…maybe the cold. What were your expectations? Were they met? To meet lots of people, continue progressing with my studies, to get to know the city and Italy and to have a good time. All of them were met. What was your favourite corner of the city? Definitely the district of Brera with its cobbled streets, bars, restaurants and unique shops. What food would you recommend? Ummm… It’s Italy… everything is delicious. A good pasta dish followed by a Florentine steak.
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46 PARTNERS GAS NATURAL FENOSA
Where would you recommend a weekend break? Verona and Lake Garda or Lakes maggiore and Como.
RETURNING TO SPAIN Describe your return / what did you do when you returned? When you return you feel like everything has remained the same while you have been living an infinite amount of experiences. As I had got used to being independent I started to combine my degree studies with work placements.
I was looking for work in a large international company.
What did you find most difficult about returning to Spain? / What was most difficult to renounce when you returned? At first it is difficult to adapt to family schedules and routines.
a dynamic person with self-management
What were your main motivations when searching for your first job? my motivations were to learn about business management and to have a dynamic job. That’s why I began working in strategic consulting.
Do you think that your Erasmus experience gave you a competitive advantage when applying for these types of companies? Without a doubt. Having participated in an Erasmus programme shows that you are skills who knows how to work in diverse environments which require flexibility and international mobility. This was a fundamental element for working in strategic consulting. The combination of the two opened the doors to a first class mBA. And all of this was key to my incorporation into Gas Natural Fenosa. What were your expectations before entering into Gas Natural Fenosa?
INCORPORATION INTO GAS NATURAL FENOSA
To learn how a large company works, to have mobility within the company, to grow and to assume more responsibilities and
Why did you send your C.V. to Gas Natural Fenosa? What channels did you use to search for employment? I began working at Gas Natural Fenosa after finishing my mBA at IESE Business School.
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international mobility. All of these expectations have been met. I have learned about many different aspects of the company and now I am beginning to take on new responsibilities and I am going to live in Latin America.
CAREER, TRAINING IN GAS NATURAL FENOSA
RECOMMENDATIONS
What is your job?
What would you recommend to people
I am the Marketing Manager for Latin
currently doing their Erasmus?
America. I work with the different countries
To enjoy themselves, make good friends and
so that through traditional marketing, digital
start taking action so as to make the most
marketing and business intelligence we can
of employment opportunities in international
help to achieve the business objectives.
environments.
Describe a career in Gas Natural Fenosa.
What would you advise to people who aspire
It is a long-term career in which it is important
to working at Gas Natural Fenosa?
to get to know the business, the people and
They should know that it is a company with
the internal processes of the company. Now
very diverse and interesting businesses and
more than ever it is essential to be client-
divisions which needs young people who
oriented, to be open to change and improving
know how to work in a team, who are flexible
efficiency. Changes in functional areas are
and can speak languages and who are keen
made every so often which is highly enriching.
to have international experiences.
How do you think your Erasmus experience
To what type of people would you
has helped you in your success at Gas
recommend Gas Natural Fenosa as a
Natural Fenosa?
company to work for?
It helped me develop my capacity to be
People who want to do their job well with
flexible and to adapt. It awakened a desire
a desire to learn and who wish to work in
to seek international mobility and helped me
a constantly evolving large international
feel comfortable in changing environments.
company which values its employees and
It was also helped me to gain experience in
respects their work-life balance. They should
cultivating good relationships and working
also be people who wish to have a medium to
with diverse teams.
long-term career.
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48 PARTNERS HEINEKEN
Why
HEINEKEN Spain?
Because we are the Spanish brewing company most
innovative
leading portfolio, with global premium brands such as Heineken and Desperados and strong local brands such as Cruzcampo
Because of our
Because we belong to the most international brewing group with 150 years of experience Because we offer an environment Because we are do everyday
enjoyable and challenging working
passionate about and committed to what we
Because of our programs for Because of our focus on Because of the
young professionals
quality and sustainability
opportunities for development
Because we are with you at your
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favourite events
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50 PARTNERS HEINEKEN
Do you alreaDy know HeIneken SpaIn麓S programS for young talentS? StuDent? becario: Six- month parttime internship offered in various departments of the company, including financial support during the time of the internship.
recent graDuate? Analista: 12- month fulltime internship offered in various functional areas of HEINEKEN. Additionally, we offer a bilingual online Master in Professional Development. Including financial support during the time of the internship.
SaleS program?
gestor de Activaci贸n: We offer the opportunity of a professional career starting in the commercial area, assuring the perfect implementation of promotions, advertising and the image of the HEINEKEN brands at the Point of Sale.
graDuate wItH 2-3 yearS profeSSIonal experIence?
Trainee: 2 years of professional development, rotating within one functional area of HEINEKEN Spain in order to grow into a senior role in the future.
graDuate lookIng for an InternatIonal career?
international graduate program: 18 months within one functional area, divided into 3 six- month assignments in three different countries in the HEINEKEN world.
for more information, please visit us on linkedIn or www.heinekenespana.es
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wHy we love to work at HeIneken Sonia Vállez
Analyst Human Resources
Working at HEINEKEN it’s like a dream coming true. The company is dedicated to building a culture of learning and growth.
David Parra
Trainee Finance
Working in HEINEKEN enables me to grow in a leading company, learning every day from the best professionals and being part of the best product in the beer market.
Elena Marcos
Gestor de Activación OffTrade (Sales Department)
HEINEKEN empowers you to take yourself to the next level, by growing all together as a team.
Ana Jiménez
Trainee Corporate Relations
A challenging environment where I can learn something new everyday.
Rami El Outa
International Graduate GIS in Spain, moving to the Netherlands in March
Working for HEINEKEN provides the maximum international exposure to different cultures and ways of working.
Carlos Collado
Analyst Corporate Relations
HEINEKEN let me learn me how a Company with more than 85.000 employees works.
Raquel Moralejo
Trainee Planning and Strategic Controlling
It is a very good opportunity to develop my career in a leading company and fascinating sector.
Peter Zielonka
International Graduate HR in Spain, moving to Mexico in March
HEINEKEN offers me the possibility to work with great people from all around the world.
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52 PARTNERS IKEA
WHO WE ARE
A positive team spirit We’re a diverse group of down-toearth, straightforward people with a passion for home furnishing. We come from all over the world but we share an inspiring vision: “to create a better everyday life for the many people”. How we realise this vision is based on our shared humanistic values. These values are the foundation of our work and our inclusive, empathising, open and honest culture. Our culture is based on the spirit of togetherness, enthusiasm and fun. And we’re always looking for people who share our positive attitude and values.
diversity and equality policies At IKEA we strive to promote the development of people, whatever their sex, race, age or other circumstances. Our commitment to diversity and equality is part of our company culture. 60% of IKEA employees are women, and they are in charge of 43% of leadership positions. The Ministry of Health has honored us with the distinctive ‘Equality in the Workplace 2012“, mark of excellence that gives encouragement and recognition to the organizations that apply equality policies.
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BUSINESS CONCEPT
our business idea
“To offer a wide range of well-designed, functional home furnishing products at prices so low that as many people as possible will be able to afford them” is our business idea. We work hard to achieve quality at affordable prices for our customers through optimising our entire value chain, by building long-term supplier relationships, investing in highly automated production and producing large volumes. Our vision also goes beyond home furnishing. We want to create a better everyday for all people impacted by our business.
To create a better everyday life for the many people includes creating a better everyday life for ourselves, this has always been our HR Idea. We are down to earth and care about the reality of our people, customers and suppliers. That is why it is important for us to understand people’s needs and wishes – both at home and at work.
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54 PARTNERS IKEA
OUR POSSIBILITIES
There is no typical ikEA career We offer exceptional career and learning possibilities at IKEA. Our co-workers are encouraged to try different roles, and many change between functions and countries several times in their careers. You can design your own career path according to your development plan and future goals. We believe in every coworker’s ability to develop. because as you grow, ikEA grows too.
Learning and growing on the job
We invest in our co-workers’ development by offering a variety of internal training programmes – for those who want to learn something new and grow.
Development opportunities
Every IKEA co-worker gets the opportunity to create a development plan. Together with your manager, you set goals for the coming year and the future. We believe in developing talent and diversity and that is why the training and development of our employees are two of the company’s strategic priorities with a view to continued growth in the coming years.
VikiNg is a development program addressed to Department Heads or Deputy Department Heads, identified as potentials in IKEA organization, to become Deputy Store Managers or Deputy Functional Managers in the future. The program lasts approximately one year, and during this time, the participants will keep their current responsibilities. One of the most important development program aimed at employees with potential is VikiNg pS. In this programme, young employees acquire knowledge from different areas of business so they can become Store Managers. Other training initiatives that have been developed throughout 2014 are coAchiNg 4 U, dAlAhÄST and dolphiN (development program for Interior Designers and Visual Merchandisers).
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OUR BENEFITS
working with us has its rewards IKEA cares about the lives of our co-workers. It’s important for us that you feel respected, acknowledged and included. No matter what position we hold at IKEA, everyone is important for our continued growth. So no matter where you work in the world, you’ll have a variety of benefits. Even lower prices The prices at IKEA are great. But as a co-worker they’re even better. When you work with us you get a discount when you shop at IKEA, worldwide. fika It’s a Swedish tradition that travels the IKEA world. More than a coffee break: is a time to share, connect and relax with colleagues. Some of the best ideas and decisions happen at fika.
we believe in people! it takes a dream to create a successful business idea. it takes people to make dreams a reality.
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56 PARTNERS INDITEX
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WHO ARE WE Since the opening of the first Zara store in 1975, Inditex has been growing and nowadays our Group is one of the main companies devoted to design and retailing in the fashion industry, with stores representing its eight brands in the main shopping areas throughout the world. Innovation and flexibility are the main features which stand out in the management style of Inditex – notions shared by all who work for the team.
We are a 130,000 strong workforce, spanning more than 85 nationalities, a multicultural team in which internal promotion and career development on an international scale are a constant. Inditex is, overall, a sociably responsible company. Our shops are eco-efficient and use recycled materials in order to minimize the impact on the environment. Our factories and logistics centres use renewable energies and we always endeavour to transmit this responsibility to all our suppliers.
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58 PARTNERS INDITEX
Marta Verea BUYER AT BERSHKA (INDITEX)
ERASMUS COUNTRY: Canada ERASMUS EXPERIENCE: positive, both personally and professionally. It allows you to face situations in a completely different environment, makes you a more tolerant person and increases your ability to accept different points of view. THE BEST THING: all the people I met. You make new friends and get to know very interesting people to share your ideas with. YOUR EXPECTATIONS: they were met without a doubt. As soon as I finished my degree, the fact that I had studied abroad opened doors when looking for my first job. Having been an Erasmus student gave me an added bonus when compared with other candidates who hadn’t had the same experience. WHAT WERE YOUR EXPECTATIONS BEFORE ENTERING INDITEX? Inditex is one of the best companies to develop your career. It allows you to interact with people from different countries and develop skills in different areas. Its size lets you improving and pushing yourself daily within the company. HOW HAS YOUR ERASMUS EXPERIENCE HELPED YOU TO BE SUCCESSFUL IN INDITEX? It has allowed me to interact easily with diversity in terms of people and cultures; and get a better understanding of their different points of view. This makes teamworking easier and leads us to be more successful.
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YOUR TALENT IS WHAT KEEPS US GOING
We invest in you as an individual and as a person. Your growth helps us in turn grow as a company. We want you to have your own style, ideas and for you to share them with us, for we are a team. We are self-demanding and are always looking for humble, even simple innovation. Here, we are all important.
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60 PARTNERS JANSSEN
caring for the world, one person at a time... inspires and unites the people of Johnson & Johnson. We embrace research and science bringing innovative ideas, products and services to advance the health and well-being of people. Employees of Janssen as part of the Johnson & Johnson Family of Companies work with partners in health care to touch the lives of over a billion people every day, throughout the world.
our family of companies comprises:
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The world’s sixth-largest consumer health company The world’s largest and most diverse medical devices and diagnostics company The world’s fifth-largest biologics company And the world’s eighth-largest pharmaceuticals company
We have more than 275 operating companies in more than 60 countries employing approximately 128,700 people. Our worldwide headquarters is in New Brunswick, New Jersey, USA.
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our credo is our guiding philosophy The overarching philosophy that guides our business is Our Credo, a deeply held set of values that have served as the strategic and moral compass for generations of Johnson & Johnson leaders and employees. Above all, Our Credo challenges us to put the needs and well-being of the people we serve first. It also speaks to the responsibilities we have to our employees, to the communities in which we live and work and the world community, and to our shareholders. We believe Our Credo is a blueprint for long-term growth and sustainability that’s as relevant today as when it was written. Robert Wood Johnson, former chairman from 1932 to 1963 and a member of the Company’s founding family, crafted Our Credo himself in 1943, just before Johnson & Johnson became a publicly traded company. This was long before anyone ever heard the term “corporate social responsibility.” Our Credo is more than just a moral compass. We believe it’s a recipe for business success. The fact that Johnson & Johnson is one of only a handful of companies that have flourished through more than a century of change is proof of that. Communicating it to J&J’s multiple subsidiaries, so that each company lives it, is one of the J&J Chairman’s major responsibilities. The Strategic Framework of the company starts with Our Credo, the guide to help us navigate our way through challenges and opportunities. From Our Credo, Our Aspiration emerges – by caring, one person at a time, we help billions of people around the world live longer, healthier and happier lives. We build from this foundation a unique set of strategic principles. We are broadly based in health care. Our focus is on managing for the long term. We operate under a decentralized management approach. And we do all this through a unique culture that values and fosters the development of our people.
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62 PARTNERS JANSSEN our leadership imperatives They guide us to lead in a bold, decisive and disciplined way. Based on best practices for leadership as well as on insight from internal and external benchmarking, the Leadership Imperatives are rooted in Our Credo and aligned with the tenets of our strategic framework. These Leadership Imperatives must be lived in a manner consistent with Our Credo. The Leadership Imperatives are an interconnected set of behaviors that tell us how to lead such that we can continue to care for the world and reach the next billion patients and consumers. Executed successfully, the Leadership Imperatives provide personal development by creating an environment where Johnson & Johnson employees can all thrive… a place where they can have unparalleled insights, drive meaningful innovation, and achieve vibrant careers and inspired performance.
people
and Values
People and values are Johnson & Johnson’s greatest assets. We know that every invention, every product, and every breakthrough we’ve brought to human health and well-being has been powered by people. Our people strive to make a difference. We believe the shared values embodied in Our Credo help us attract and keep the most talented values-driven people in the world.
Johnson & Johnson companies are known for the high level of commitment and caring that employees bring to their work for customers, to their professions, and to their teams. This culture is interconnected by the shared values of Our Credo. It’s a culture that celebrates diversity and diverse perspectives. It helps employees achieve an effective mix between work and home life and supports their efforts to have a positive impact on their communities.
in Janssen we are looking for your passion: “It’s not just about finding a job. It’s about finding a home for the passion you bring to your work—a place where other people share your aspirations...”. “Finding the right work environment will be a critical factor in your success. We invite you to take a closer look at our Family of Companies to be sure our goals and values align with your aspirations”.
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Talent Acquisition Team iberia
Becas Citius Janssen Pharmaceutical Companies of Johnson & Johnson
9ª CONVOCATORIA Centro de Investigación de Toledo
96% de tasa media de inserción 45 Becario/as han participado en el programa Citius en el Centro de Investigación de Toledo
Investigador/a Junior Análisis Estructural Orgánico
Investigador/a Junior en Síntesis Orgánica
Dentro del Dpto. de Analytical Sciences, desempeñará labores de análisis estructural orgánico para la elucidación y caracterización de nuevos compuestos con potencial actividad terapéutica en el área de Neurociencias dando soporte a los distintos proyectos de investigación. Para ello, utilizará las técnicas analíticas más avanzadas, como son la Resonancia Magnética Nuclear de alto campo o la cromatografía líquida / gaseosa acoplada a espectrometría de masas (GC/MS, LC/MS, UPLC/MS, UPLC/MS/MS) entre otras, así como el manejo de bases de datos analíticas (ACD, NuGenesis...) y cuaderno electrónico de laboratorio (ELN).
Dentro del Dpto. de Química Medica, desempeñará labores de síntesis, puricación y caracterización de productos orgánicos con potencial actividad biológica en el área de Neurociencias. Se emplearán en este proceso todo tipo de metodologías y tecnologías asociadas a dichos procesos; desde la química orgánica clásica al uso de microondas o química de ujo. El becario participará además, con el resto del equipo de investigadores asignados a cada proyecto, en el análisis de los datos biológicos que guiarán al diseño y preparación de los derivados a preparar.
El PROGRAMA CITIUS tiene una duración de 12 meses y consta de dos partes:
REQUISITOS
1. Plan de Formación Específica en la Empresa materializado en la realización de prácticas tuteladas en la empresa.
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Ser menor de 30 años.
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Haber obtenido el título universitario ocial, homologado u homologable en los últimos cuatro años.
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No tener experiencia profesional, relacionada con la titulación, después de haber nalizado los estudios.
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No haber disfrutado con anterioridad de una beca de prácticas de similares características.
2. Plan Académico de Formación que viene a ser un complemento a las tareas que se llevan a cabo en la empresa o bien sobre la formación que ya tiene el candidato. Este plan formativo está pensado para que el periodo de prácticas sea complementado con material de interés tanto para la empresa como para el alumno.
PRESENTACIÓN DE CANDIDATURAS: Los interesados deberán enviar su CV a la dirección de correo: liturrin@its.jnj.com ó scondec@its.jnj.com, indicando la ref de la oferta "CITIUS JANSSEN ESTRUCTURAL" o "CITIUS JANSSEN SINTESIS”.
FECHA DE INCORPORACIÓN: Septiembre de 2015 • MÁS INFORMACIÓN: http://cvnet-fue.com
64 INTERVIEW ALFONSO JIMENEZ
Alfonso Jiménez mANAGING PARTNER OF PEOPLEmATTERS
Recruiting Erasmus 2015
re. How did recruiting erasmus come about? PeopleMatters is a company that provides professional human capital consulting services. In order to offer our clients value, we carry out studies of the most important trends in the labour market. Our research has enabled us to observe that in Spain, for some time, less and less young people have been accessing the labour market. Moreover, increasingly less university graduates are able to find employment. In 2007 we saw that the values and attitudes of young people with respect to employment did not correspond to what employers sought. There was a large gap. This caused us to reflect on the “special” groups and we realised that students with international experience could be a highly attractive group for employers, not only in terms of language, but also experience.Therefore we began to design the project which was first implemented in the academic year 2008/2009. re. Have there been similar experiences in europe? We have researched different countries and have not found any similar experiences. We believe that this is a pioneer initiative in Europe and we will most probably extend it to other countries in future editions, re. Why did you focus on international students? We feel that young people who have taken the decision to leave their country and their town for a year have come out of their comfort zone. This equips them with a series of experiences that enable them to develop professional competences that are highly attractive to employers.These qualities are not just related to languages but include flexibility, the ability to “fend for themselves”, their experience in travelling, living with other young people or socialising with people who are not life-long friends.
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We believe that these young people have something extra to offer than those who have no international experience. Moreover, Spain has to improve its global competitiveness that implies a need for “more global professionals”. For these reasons we believe that these young people constitute a highly attractive group for our companies. re. How has recruiting erasmus evolved? We could say that the project has evolved from its first edition to today. The creativity of the campaign is reinforcing the idea of students show themselves because best-in-class companies are looking for people with international experience. We have sought an image that expresses it and found it in famed selfies. We have kept on improving the website and developed an App. re. Have you received support from the universities? The truth is that when we initiated the project we were not aware of the complexity behind the international programmes. We approached the Ministry of Education which advised us to go from “university to university” to seek their endorsement for the project. Some of them have supported us right from the start, such as the Rey Juan Carlos University in Madrid which has incorporated all of its international students into the programme. It has sent emails inviting them to join the initiative and has posted information about the programme on its website. We are currently undertaking the seventh edition of Recruiting Erasmus and receive support from the CICUE (Commission for the Internationalization and Cooperation of Spanish Universities),the Ministry of Education and 86 public and private universities as well as collaborating Business Schools. We have expressed our gratitude to the universities which have supported us in promoting the programme by dedicating a space in this Journal to them.
re. Why do you believe that the project is important for university students with international experience? We believe that the programme enables them to access a series of blue chip companies. It is important for their CVs to be seen and analysed by this type of companies. Some are Spanish and others are multinationals. Some companies offer employment to students during their stay abroad while others offer jobs to those who have finished the experience. At a time of economic uncertainty and a scarcity of jobs, we feel that the programme constitutes a magnificent opportunity for young people to initiate a career in the most elite corporations. re. How many young people found employment this year? We cannot determine an exact figure. What we do know is that in the first edition we had eight partner companies and now we have twenty with many others expressing an interest in offering employment. As in previous years,
some professionals are featured in the Journal who were recruited through Recruiting Erasmus. A new section was developed and success stories are told at www.recruitingerasmus.com. All of this indicates that many young people are working or will be working in the coming months thanks to the RE web. re. What are the advantages for the students who sign up to the project? As well as employment which is the main reason for signing up, students who enroll have access to discounts on many products and services of important brands in fashion, technology, home, restaurants, cinemas, shows, etc. This year Correos (Spanish postal service) are collaborating by offering products directed at the international group, the integral package service offered by Correos. However, these are “additional� advantages, as the main reason for enrolling is to access a channel through which to directly approach leading companies.
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66 PARTNERS LIDL
LIDL Supermercados established itself in the Spanish market in 1994 with its first store in the town of Lleida (Catalonia). Since this first store opened, LIDL has grown consistently in Spain and today it has a structure of more than 530 stores, nine logistics platforms (Valencia, Vitoria, Seville, madrid, Barcelona, A Coru単a, malaga, murcia and Tenerife) and a human team made up of 10,000 professionals. Each week, more than three million customers show their trust in the stores that LIDL has opened throughout Spain.
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About us the German company liDl is the discount grocery retailer with the largest network of self-service stores in europe. it has more than 10,000 stores and more than 170,000 employees with approximately 7,000,000 customers daily in 26 european countries. It forms part of the Schwarz group which holds the fourth position in the world ranking of distribution companies in terms of sales volume, with a turnover in 2013 of approximately 74,000 million euros and 335,000 employees.
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68 PARTNERS LIDL
The importance of developing Lidl’s most valuable asset: Its people The decisive commitment of Lidl Supermercados to the development of its employees is reflected in the implementation of its comprehensive continuous training programmes. The objective of these schemes is for all the workers to acquire the knowledge and skills which will enable them to develop their functions with professionalism, acquire an in-depth knowledge of the sector and grow on all levels. young high-potential professionals with a high learning capacity represent a fundamental element of our talent management culture. Through our different training programmes, Lidl
A clear example of the programmes for high-potential young people is the Trainee Programme. Lasting approximately 24 months, it enables the trainees to acquire basic knowledge about our business and our company through theoretical and practical training. The ultimate objective is to develop these talented professionals so as to incorporate them in responsible positions in different divisions of the company either as Consultants in our Head Office in one of the different departments (Purchasing, Finance, Property,
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works to progressively develop their capacities and abilities so that they will be able to fill positions that have a high impact on the company´s business.
“young university students who are about to graduate or recent graduates are the future, because the continuation and growth of our companies depends on them” Amàlia santallusia Human Resources Director of Lidl España
Human Resources, marketing, IT, etc.), or as a Sales manager in one of our regional branches (located all across Spain).
“i had a dream: to be a key part of a growth project. With lidl this dream came true” Javier Mendoza Consultant in the Trainee Programme
MalĂŠn Gili, Consultant in the Trainee Programme
Why lidl? After graduating, my desire was to begin to work and to apply all the theory that I had learned at university, but at the same time to continue learning and gaining self-confidence. I saw an announcement in which Lidl was offering places on a Trainee Programme for recent graduates whitout any previous experience. As well as training, Lidl also offered the possibility of building my professional career in a leading company within the distribution sector. I decided to apply and after two years in the company I can say that I feel very fortunate and proud to form part of the Lidl family.
Why the trainee Programme? When I was studying for my Business management Degree, the subjects that I found most interesting were related to marketing and Advertising but I did not want to close any doors. The Trainee Programme offered me the possibility of working in sales for nine months and to receive training in three different departments for approximately three months each. I was able to choose these departments when I decided to join the company. Subsequently, I went to Lidl’s headquarters in Germany for the remaining months of the twoyear period of the programme. There I was able to collaborate in a project in one of the divisions that I had initially chosen, which gave me a more global perspective of the company. It was the perfect opportunity to discover which area I
was most attracted to and in which I would like to develop my professional career. In addition it enabled me to learn about the company on an international level. It is the perfect programme for someone without any experience as it enables you to learn about the different departments and also acquire an international perspective of the company.
After the trainee Programme, how has lidl helped you in your development within the company? After receiving training in several departments, including a more intense and specific preparation in the department which I would later become part of, External Communication, Lidl continues to offer me training, development and mobility opportunities (intra and interdepartmental and options in other countries where Lidl is established). Furthermore, at Lidl I have the necessary support and human component in order to help me develop my professional career and make my daily activities easier and more pleasant.
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70 PARTNERS MSD
OUR WORK IS SOMEONE´S HOPE
JOIN US
MSD is a leading healthcare company worldwide that discover, develop and provide innovative products and services that save and improve lives. MSD is known as Merck & Co. Inc. in the United States and Canada. With our medicines, vaccines, biologic therapies, consumer care and animal health products, we work with our customers operating in over 140 countries to offer innovative healthcare solutions. We also demonstrate our commitment to improving access to healthcare with our far-reaching programs to donate and deliver our products to the people that need them. MSD had 74,000 employees worldwide. In Spain, it provides employment to 1,200 people, over 50% of whom are women (with 50% representation at executive level). MSD is currently positioned among the Top 5 pharmaceutical companies: in terms of sales and market share in Spain, and worldwide in terms of product donation and philanthropy, according to the prestigious Access to Medicine Index 2012 (ATMI).
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Alfonso Mostacero Human Resources Director
Why is MSD taking part in the Recruiting Erasmus project? What qualities do you look for and value in candidates? MSD has two main goals when it comes to today’s students, and they are both aligned with what the program offers. On the one hand, we are interested in candidates that have international experience and all the added value that is associated to this kind of profile; on the other hand, we want to be one of the leading firms for university students that are starting their professional career. Apart from the international experience, we believe that Erasmus students learn other languages during their time abroad, as well as a broader appreciation of other cultures and of the importance of diversity, better adaptability and the ability to deal with change. What makes Erasmus students an attractive group for MSD? We look for talent with an international mindset and we believe that Erasmus students are geared towards that profile. To what extend is this initiative integrated in the company’s policies? MSD is a global company that is present in almost every country in the world. That is why we need professionals that are familiar with other cultures and who are ready and willing to start their professional careers in an international setting.
JOINING MSD Why is MSD such a good prospect for employment? We are a leader Company recognized by patients and clients. At MSD, you work and learn day by day with the best professionals in their functional areas and you are constantly improving your employability because the goal of our team managers is attracting and developing talent. We care for our employees, offering great career opportunities, great flexibility at work, a flexible comprehensive benefits package and an inclusive working environment that promotes motivation, a sense of belonging and teamwork. There are opportunities for development at national and international level, regardless of the area of the company that you join; working from Spain in many cases in charge of global or European roles. In MSD we are focused on Innovation, always finding new ways of doing things, and committed to People, Environment and Society, developing unique social responsibility programs. In fact, FDA, has recently approved an innovative product that activates our own immune system to combat cancer tumors (immunotherapy in cancer), and we are currently (Jan. 2015) testing a vaccine to fight Ebola in liberia and Sierra leona.
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72 PARTNERS MSD
How would you describe the people at MSD? We are convinced that our work helps to enhance and extend the health of millions of people worldwide (Oncology, Immunology, Vaccines, Alzheimer‌) and that our personal and professional commitment to that mission is what determines our status as excellent professionals and an exceptional company. The professionals that make up the MSD team share the following leadership standards: >
They focus on customers and patients
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They act with courage and candor
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They make fast and disciplined decisions
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They collaborate with others
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They enhance results
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They promote talent development
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They demonstrate ethics and integrity
How can people join MSD? We are included on the Recruiting Erasmus website. Our job and internship opportunities are posted on a rolling basis on the website www.msd.es/ trabaja con nosotros. What advice would you give to a student that wants to work for MSD? How should they go about the process? They should show enthusiasm, motivation, drive and the intention to give their very best.
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It is important for us to hire professionals that are able to make fast, disciplined decisions, act with courage and honesty and focus on the needs of our customers.
MSD, CAREER, TRAINING How are careers planned at MSD? On the basis of our company culture, we ask all our employees to manage their own Individual Development Plans and our managers support them in putting it into practice. Although in Spain opportunities mostly arise in Sales, Marketing and Business Support, we also hire professionals in other areas (Production, Engineering, Finance, IT, Human Resources, etc.). What kind of position would an Erasmus student be eligible for? MSD has a 12-month internship program for recent graduates. Once those 12 months are up, the interns with the best fit and the highest potential, mostly in the areas of Marketing and Business Support, can qualify for a contract with the company, and during their first years with MSD they occupy different positions that enhance their professional development. What is training like at MSD? We offer state of the art training and development resources to all our employees, and have been offering and investing in a very attractive virtual campus for a decade. We also ensure that every employee draws up their Individual Development Plan, a training plan that is built according to their current responsibilities and future aspirations.
Teresa
Erasmus: UniversitĂ degli Studi di Trento, Italy, 2004 At MSD you realize that you are working in a solid, leading multinational with a global presence. You have access to extensive resources and support in doing your job, international career prospects...and all this in a dynamic working environment that constantly challenges you to give your best. It is truly rewarding to be part of a global company where there are no borders and where your colleagues may be seated at your side, or in the United States, Mexico, Switzerland, Japan...
laura
Erasmus: Università degli Studi di Bologna, Italy, 2005 I am proud to work for MSD because we are a very innovative company that invests billions of Euros on researching drugs that extend and enhance patients’ quality of life. We are also ranked among the companies in the world that make the largest contributions to NGOs. For example, we run programs such as Merck for Mothers, to prevent the death of mothers giving life in the Third World, or Mectizan, which has avoided blindness in tens of thousands of people of Latin America and Africa over the last 25 years. The commitment to innovation and the culture of continuous improvement make you feel every day that what we do really matters.
Victor
Erasmus: University of Stockholm, Sweden, 2008 For me it was a huge challenge to join a company formed by professionals as highly qualified as the staff of MSD; best of all, this means that I learn from my colleagues on a daily basis and benefit from the best possible working environment. It is also very rewarding to be among the top multinational companies that offer the most training resources to their employees.
Inmaculada
Erasmus: University of Surrey, Guildford, U.K., 2012 Among other aspects of MSD, I would like to highlight the importance it places on achieving a good work-life balance. The working environment is excellent and the company also leads the way when it comes to flexibility measures, equality and promoting gender diversity (more than 50% of staff are women, at all levels of responsibility!). This is in addition to flexible remuneration programs and benefits that are far superior to those of other companies. I am proud to be part of this great family that is MSD.
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74 PARTNERS PROSEGUR
PrOseGUr, A GREAT COmPANy TO WORk FOR Prosegur is a multinational company which offers global and comprehensive security solutions adapted to the needs of our clients. We are a company of reference in each of the markets in which we operate. Currently we have a presence in China, India, Singapore, Germany, Spain France, Portugal, Australia, Argentina, Brazil, Chile, Colombia, mexico, Paraguay, Peru and Uruguay. At Prosegur, while we have a global vision, we act on a local level and are aware of the idiosyncrasies of each country. We work according to strict standards of excellence and are fully committed to innovating and adapting to the specific needs of our clients. Our work is based on a clearly differentiated business strategy: proximity to our clients, innovation and excellent service. We currently provide the following services related to the different areas of security: Integrated manned Security Solutions. Integrated Cash and Valuables in Transit Solutions. Alarms in homes and businesses.
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WOrkinG FOr PrOseGUr Working at Prosegur means being part of a leading multinational in its sector which is committed to development, innovation and human capital. It is a company that operates on an international level and is a pioneer in the security sector, integrating comprehensive and global security solutions and excellence in its customer service. Prosegur offers you the possibility of becoming part of a team of talented professionals with whom you will be able to work and learn alongside each day. We offer internships, talent detection programmes and employment opportunities in different departments for young people with a technical background. We provide training in an international environment in which you will be able to put your previously acquired knowledge and experience into practice. Prosegur seeks young people who share the values that define the character of the company: proactive people with initiative who are capable of meeting challenges while regarding them as opportunities for professional development. We are interested in candidates who are clearly customer oriented and consider teamwork and transparency as fundamental pillars to ensure the provision of an excellent service.
It is important for our company to develop internal talent. In order to fulfill this objective, internal promotion processes are carried out so that employees can apply for positions with greater responsibility and develop their professional careers. Prosegur gives you the opportunity to grow within the company and becoming the best professional in your sector.
“tAlentO tÉCniCO” PrOJeCt: “COnstrUCt yOUr FUtUre” During 2014 Prosegur decided to recruit young talented professionals and created the “tAlentO tÉCniCO” project. The aim of the initiative is to train recent graduates from technical backgrounds: Engineering, Physics, mathematics and Statistics, among others. The technical training of candidates will give them the opportunity to work alongside the best professionals in the different departments of the company and reflects Prosegur’s commitment to innovation and technology.
CHArACteristiCs OF tHe PrOGrAMMe
PrOFessiOnAl DevelOPMent At PrOseGUr
The programme is the first of its kind in the security sector. There are just 12 places and it runs for one year. During this time, each participant will learn and work in the three most strategic business areas of Prosegur:
At Prosegur you will have the possibility of developing your career in the departments of the main business lines/support areas and the different countries in which we operate.
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The HR department develops talent enhancing management policies and invests in the training of our employees. This is why we have created the Prosegur Corporate University which provides on-line training which is specialised by sector.
Throughout the “Talento Técnico” programme, the participants will not only gain on-the-job experience but will also receive specific training in fundamental aspects such as:
Alarms. Integrated manned Security Solutions. Integrated Cash and Valuables in Transit Solutions.
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76 PARTNERS PROSEGUR
>
The concept of the security business in Prosegur.
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Development of personal skills and business management.
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Strategic models. Finance. Specific mentoring programme for assigned tutors.
In order to guarantee the success of the programme, each participant will be assigned two people who will guide them and support them throughout the programme. The tutors have been selected by the company’s top managers and are experts and highly knowledgeable in their areas. They are people who have credibility and are authorities in their fields and have a large capacity to teach, listen and resolve problems.
seleCtiOn PrOCess At Prosegur we had no doubt that Peoplematters would be the principal recruitment source to carry out the selection process of the people who would form part of the “Talento Técnico” project. Its extensive experience in consulting, its level of commitment and the fact that it greatly exceeds expectations and creates value were our reasons for choosing to collaborate with Peoplematters in the search for the most suitable candidates for the project. Furthermore, we were interested in recruiting candidates from Spain and other countries and Peoplematters offered us this possibility through its Recruiting Erasmus programme. The candidate profile which we were interested in was a young person with a degree who had graduated no more than two years ago.
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We were most keen to recruit graduates with different engineering degrees (industrial, telecommunications, architecture, chemistry, etc.) but candidates with other backgrounds were also considered: administration and management, business studies, mathematics, etc. After receiving a high number of applications, the Human Resource Department at Prosegur carried out a pre-selection phase of telephone interviews and formed groups of 10-12 people for the group selection processes. In each selection process a general presentation was given of the company and a more detailed one of the position, including an explanation of the rotation system between departments every quarter. In this way, at the end of the year, the participants will have acquired a comprehensive knowledge and specific work experience in all of the company’s lines of the business. Subsequently, the group dynamic processes provided us with specific information about the characteristics of the most interesting candidates on a training/aptitude level and a competence/attitude level. Two or three candidates were selected from each group process who were then interviewed individually by the human resource department in order to specifically evaluate their training, knowledge, language skills and previous work experience as well as their level of motivation with regard to the project. Several selection processes were carried out until a total of 12 participants were selected.
How has having an international experience in this project affected you? An international experience always opens your mind, infinitely improves your capacity to adapt and it makes you grow, learn and value everything more. All of this gives you the capacity to take on new projects and see them from a different point of view without fearing change and making the most of the opportunities that arise. What does participating in Prosegur’s Talento Técnico project mean to you? A challenge and an opportunity to show what I am worth. Describe your experience of the Talento Técnico project. Does your experience meet your initial expectations?
intervieW WitH ClArA viCtOriA vÉliz Describe your experience of the recruitment process at Prosegur It was a special experience and one which was very different. The uncertainty about what would happen or if I would be selected to participate in the next phase of the process… together with the size of the project and its dynamics, the enthusiasm with which I participated which increased with each stage of the process… generated a highly positive attitude in me towards Prosegur.
my initial expectations have been vastly exceeded. It is a truly enriching experience. Do you think that your participation in Prosegur’s Talento Técnico project represents an opportunity for your future career? Without a doubt. Gaining in-depth knowledge and experience in each of the business areas of a company like Prosegur could be one of the best opportunities that a person could have. It is helping me understand the ins and outs of each business area and the full extent and scope of the company. Furthermore, in my day-to-day activities I am learning that teamwork, value creation and proactivity are the keys to success. What advice would you give to participants in future editions of the programme? That they undertake it with enthusiasm; value the opportunity that they have been given and make the most of it, shaking off any fear or shyness which sometimes leaves us standing in the shadows. most importantly they should take maximum advantage of the moment and enjoy the experience just like I am.
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78 INTERVIEW PABLO MARTÍN
Pablo Martín DIRECTOR OF SPANISH SERVICE FOR THE INTERNATIONALIzATION OF HIGHER EDUCATION
The involvement of enterprises in Erasmus+
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he Agenda for the modernization of Europe’s higher Education systems, which is the European commission’s Strategy to support the reforms of the member States and to contribute to the objectives of the Europe 2020 Strategy, provides, amongst the priority areas of reform in the field of higher Education, the strengthening of “the knowledge triangle”, which connects education, research and enterprises so as to increase employability, productivity and social cohesion.
Erasmus+, the new EU programme for education, training, youth and sport for 2014-2020, will promote synergies and mutual enrichment amongst the different fields of education, training and youth, boosting new ideas, attracting new agents from employment and the civil society and fostering new ways of cooperation between the field of education and enterprises.
In Key Action 1, learning mobility of individuals, enterprises are expected to participate as receiving organizations of students who want to carry out a traineeship period, offering students the chance to improve their learning results and competences, thus increasing, as a result, their level of employability, their sense of initiative and their entrepreneurship.
The involvement of enterprises in Erasmus+ will help to encourage the improvement of quality and relevance of higher education, in accordance with the needs and the reality of the labour market. In that way, Erasmus+ will become an effective tool to deal with the current needs of development of human and social capital within and outside Europe.
If an organization wants to participate as a receiving institution for student traineeships, enterprises can do so as a single institution together with those higher education institutions from the countries where the students are studying or through a mobility consortium.
In general terms, Erasmus+ offers enterprises a wider scope to participate than in previous programmes. In the field of higher education, students, teachers and non-teaching staff from institutions, and also trainers and professionals from enterprises constitute the main target population of the Programme. So, enterprises can take part in the following actions of the Programme: RECRUITING ERASMUS
Furthermore, upon invitation of a higher education institution, enterprises can send some staff abroad to teach in that country, for which they will receive financial help from the Programme for travel costs and accommodation. In addition to the latter, an enterprise, upon agreement with the higher education institution, will be able to receive teaching and non-teaching staff from any other country who want to carry out a training period.
Through the centralized actions managed by the Education, Audiovisual and Culture Executive Agency (EACEA) of the European Commission, enterprises can participate in projects of Erasmus Mundus Joint Master Degrees (EMJMD). These masters should be taught in, at least, three higher education institutions from three different Programme countries. The organisations which are not higher education institutions can also take part in the consortium should they contribute to increase the quality of the Joint Master Degree, but only as partner members. In fact, they can participate by hosting students who study the Master Degree in mobility periods, under the supervision of one of the higher education institutions taking part in the consortium.
and/or implementation of innovative, transnational initiatives fostering entrepreneurial mind-sets and skills, to encourage active citizenship and entrepreneurship (including social entrepreneurship).
In Key Action 2, cooperation for innovation and the exchange of good practices, enterprises can participate through a “Strategic Partnership” as an active partner, with the objective of supporting the development, transfer and/or implementation of innovative practices as well as the implementation of joint initiatives promoting cooperation, peer learning and exchange of experiences at European level.
Knowledge Alliances are considered to make a short or long-term impact on the wide range of organisations involved, fostering innovation in higher education, enterprises and the socioeconomic environment and also by developing an entrepreneurial mindset and skills by means of the creation of learning plans, through higher education programmes developed in cooperation with enterprises in order to reinforce employability, creativity and new professional careers. It thus intends to boost the flow and exchange of knowledge among higher education and enterprises.
Depending on the priority set in the project, Strategic Partnerships would involve the most suitable and diverse partners in order to benefit from different experiences, profiles and expert knowledge. At the systemic level, these Strategic Partnerships are expected to contribute to the modernization and the reinforcement of the response of the education, training and youth systems to the main challenges of today’s world (employment, economic stability and growth). So, this Key Action is intended for the education, training and youth systems to be better aligned to the needs and opportunities offered by the labour market, thus establishing closer links with enterprises. Some of the supported activities included are related to those activities that promote the development, testing
“Knowledge Alliances” are transnational projects, structured and outcome-oriented, mainly between higher education and enterprises. They are aimed to encourage innovation, entrepreneurial spirit, creativity, employability, exchange of knowledge and multidisciplinary teaching and learning approaches. They are open to any subject and sector and to the cooperation among sectors, where partners share objectives and collaborate to achieve useful results for all of them.
Finally, enterprises can also be involved in projects for “Capacity Building in the field of Higher Education” as non-academic partners, so as to strengthen the links with society and business and also to reinforce the systemic impact of projects. Through structured cooperation, the exchange of experiences and good practices and individual mobility, Capacity Building Projects aim to support non-European Partner Countries to address the challenges their higher education institutions and systems face, contributing to cooperation activities between the EU and the rest of the world, developing different university-enterprise cooperation activities, including the creation of businesses.
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80 PARTNERS REE
Red Eléctrica de España is a company which offers many benefits: the sustainability of its business, transparency, job security and stability, innovation and, above all, the excellence of our professionals which enables it to create a positive working environment and climate.
EMPLOYEE VALUE PROPOSITION In order to achieve this level of excellence among our workforce at REE, a high learning capacity, initiative, a resultsoriented approach, teamwork and an openness to change and flexibility are fundamental qualities. A commitment to the values of the company is a key element for accomplishing this objective. At Red Eléctrica de España we seek to increase satisfaction and foster a sense of belonging and pride which is reflected in the internal employment climate surveys and other external surveys such as Merco Personas. The results reveal that the following aspects are valued favourably:
> Life-work balance: provided through flexible working hours. > Building a career. > Participation in transversal projects which enable employees to meet new challenges and to participate in shared goals. > Personalised incentives with the recognition of achievements and different reward systems. Furthermore, we enhance talent in all its dimensions; knowledge, capacity and attitude. Our global talent management model allows us to better adapt to the development requirements of each individual, providing opportunities for future career growth and enables our leaders to be fully involved in the development of their teams. Many of our employees have a degree, mainly in the field of engineering, although our workforce also includes professionals from other academic areas: lawyers, economists, psychologists, physicists, chemists, professional trainers… REE believes that in order to operate in the global market and adapt to the changes in the environment, a knowledge of languages, particularly English, is necessary and the company values this quality highly.
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PROGRAMMES RELATED TO THE GENERATION OF EMPLOYMENT
T
company is the most reliable and we strive to maintain our employees informed, as they are the best ambassadors of our image as an employer. Today, the social networks are also highly important. We are increasing our presence in all the professional networks and expanding our participation in initiatives which promote our employer image, such as Recruiting Erasmus.
HE RED ELÉCTRICA PROGRAMME IDENTIFIES, selects and integrates suitable people in a transparent and objective process that guarantees a selection process based on the qualifications and competences of the candidates and ensures equal opportunities, stability and compliance with the employment legislation in force.
PRACTICA+ PROGRAMME: Red Eléctrica is committed to the practical training of recent graduates through the Practica+ Programme which offers new internships each year.
The programme enables and encourages the participation of internal candidates as a value proposition and a principal source for recruiting for positions that require experience.
SOCIAL PROGRAMME: One of REE’s internal commitments is the integration of people with disabilities. We ensure that our selection processes include people with disabilities and that they are evaluated equally. Furthermore, we make sure that our partner companies promote and work with special employment centres.
Taking REE’s line of business into account, the fundamental recruitment channel is the company’s workforce. The image transmitted by the people who already form part of the
These internships are designed to support the introduction of newly qualified professionals into the labour market and their possible future incorporation into Red Eléctrica.
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82 PARTNERS REE
TRAINING AND DEVELOPMENT PROGRAMMES
O
ur HR department enhances talent through continuous training and development.
Our Training and Development Plan is made up of a wide range of programmes related to languages, occupational risk prevention, the environment, corporate IT, incorporating new recruits, management skills and competences, high potential employees, leadership and specific technical training. The statistics regarding training and development for 2014 are as follows: • 763 training and development activities in 2014. • More than 141,000 hours of training, 79 hours per employee. • 97,6% of the workforce participated in training programmes. • The investment in training represented 5.9% of personnel expenses. • The average evaluation score for training was 7.94 out of 10. Currently, Red Eléctrica is committed to fostering a healthy working environment positioning itself as a leading “healthy company”. With the firm support of the management, needs and actions will be identified in terms of training and raising awareness with the aim of becoming a benchmark company in this respect, promoting health in those areas that psychosocially affect the employees, taking into account those factors that affect their job and those related to their family or the community. A new feature in 2014 was the implementation of a transversal mobility programme on a national and international scale, which offers the opportunity to employees to develop their careers in different environments by collaborating in temporary work projects in our company or in other European companies in the sector.
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84 PARTNERS SANTANDER
Santander a group in which to grow ,
Santander is a leading bank made up of over 185,000 people from around the world, and which operates in ten key markets. Being a part of our organisation means working in a room that allows you to grow professionally in a dynamic environment where talent is recognised, ideas put into action, and where initiative is valued in making the best solutions happen to customers. It also means belonging to a global organisation with an excellent reputation and a solid present and future, surrounded by the sector’s top professionals.
The Santander group’s strengths are: 1. 2. 3. 4.
The largest bank in the euro zone by market capitalization. Santander has dedicated over 28 billion euros to rewarding shareholders over the last five years. A bank that is well diversified across ten countries through subsidiaries that are autonomous in capital and liquidity. A solid, solvent bank with a strong balance sheet, which is capable of bolstering itself without public funds.
5. A comfortable liquidity position. 6. primarily a commercial bank. 7. The leading bank for efficiency among its competitors. 8. below average Npl ratio in nearly all its geographical areas. 9. leading brand in retail and commercial banking. 10. The best team in international banking.
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What does Santander offer?
>
Room to grow:
Santander offers the professional opportunities, as well as the training and support needed, to boost the potential of everyone who forms part of Santander.
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Making it happen:
Santander offers you a dynamic working environment where there is a strong shared commitment to satisfying the needs of customers, and to development.
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Everyone counts:
Santander is a supportive company that recognises and respects individual differences and contributions, and truly values teamwork.
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Ideas in action:
Santander encourages innovation and creativity in identifying and offering the best solutions to the customer.
These are the four pillars underpinning the value offer that Santander makes available to professionals and candidates.
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86 PARTNERS SANTANDER
>
Santander offers a great number of professional
opportunities in order to boost people’s potential
and have the best possible team; a team that is capable of working in a collaborative, international and customer-focused environment that is set apart by leadership.
>
Santander is committed to being
one of the best companies in the world to
work for. Its people management model is therefore one that focuses on commitment and talent, and
encourages international mobility through programmes such as Mundo Santander, tools such as Global Job Posting, or the exchange of ideas through an internal social network called “Santander Ideas”.
>
Knowledge is another of its keys to success. It makes a broad training offer available to its employees, adapted to the needs of the market and its various businesses and employee groups. In 2013, Santander dedicated
103 million euros to knowledge and over 8,26 million hours to training its employees.
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Santander’s purpose is to help people and businesses prosper. The aim is to be the best retail and commercial bank that earns the lasting loyalty of employees, customers, shareholders and communities. Santander´s culture: everything Santander does should be Simple, Personal and Fair.
A simple bank offers its customers a service that is convenient and products that are easy to understand, however and whenever they choose to bank. It makes its processes better every day, so they are easy and clear for customers and its team. A personal bank treats its customers as valued individuals, providing a professional, personal service they can trust. It supports colleagues to develop their skills and achieve their ambitions. A fair bank treats people as they like to be treated – and it earns investors an adequate and sustainable return, while contributing its share to help communities.
Recognition At Santander achivements are; merits are recognised and individual contributions valued alongside teamwork. Achievements are valued and recognised. In order to understand the results that each person obtains, the Group has a transparent, confidential and objective evaluation system that is linked to competitive remuneration and development. It is an evaluation that helps identify people’s training needs, manage professional opportunities within the Group and improve individual performance.
The culmination of this talent management process is remuneration that is much more than a financial reward at Santander. Successes receive competitive and comprehensive remuneration, which includes a great number of benefits both for the employees and their families. Behind all of this lies a common objective: to be the best bank for our customers, employees, shareholders and society.
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88 INTERVIEW NICOLÁS DÍAZ / LOURDES SARMIENTO
nicolás Díaz de lezcano VICE CHANCELLOR FOR STUDENT AFFAIRS AND EmPLOyABILITy OF THE ULPGC (UNIVERSITy OF LAS PALmAS DE GRAN CANARIA) AND COORDINATOR OF THE EmPLOymENT DIVISION OF RUNAE (UNIVERSITy STUDENT AFFAIRS NETWORk).
lourdes sarmiento ramos DIRECTOR OF TRAINING GUIDANCE AND EmPLOyABILITy OF THE ULPGC.
Work placements in companies: a key tool for improving the employability of university students and graduates
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oday, most Spanish universities offer a wide range of official undergraduate and postgraduate courses and their own qualifications which include work placements, either part of the curriculum or otherwise, both in Spain and abroad. The latter include ErASmUS plAcEmENTS for university students and the lEoNArdo dA ViNci for graduates. Thanks to both of these programmes, universities are able to offer students the possibility of undertaking a work placement in organisations in other European countries which enable them to acquire professional competences which will contribute to improving their opportunities to access the global labour market.
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In recent years, the Spanish population segment with university studies has increased significantly and the number of graduates has increased by 5.6% in the last decade (83.4% in the last 20 years) (data drawn from the report “Datos y Cifras del Sistema Universitario EspaĂąolâ€? [Data and Figures of the Spanish University System] published by the Ministry of Education). However, the creation of jobs to match these levels of qualifications has not progressed at the same rate and this situation has worsened due to the economic crisis in which Spain has been immersed since 2008. These circumstances highlight the need for university students to acquire a complementary practical training which will contribute to improving their academic training. Furthermore the competences and skills acquired through work experience will constitute added values which are fundamental for the employability of graduates. Therefore, the external work placements provide the student and/or graduate with the opportunity to discover aspects such as the global scope of the labour market, the rhythm of work and time management, working conditions, the different roles within a team, etc. This is particularly important as in the business world there is a general belief that university graduates have an excess theoretical knowledge but lack the skills and competences necessary to face the everyday challenges of the corporate world, so practical experience is essential in order to acquire these qualities.
In short, carrying out external work placements complements academic training with a practical component, connecting university studies with professional activity and employment opportunities for graduates of different degrees. Furthermore, external work placements constitute a magnificent mechanism for connecting universities and the corporate world, offering students experience in the labour market which will be highly useful to them in their subsequent careers. Companies are able to select high-potential graduates capable of contributing their knowledge and new ways of doing things and to establish relationships with universities in order to create collaborative R&D&i projects which constitute continuous training. In summary, work placements are becoming an excellent tool for companies to select qualified and competent personnel, facilitating the incorporation of recent graduates into the labour market. Universities and companies should take a proactive role in improving the employability of university graduates, establishing a series of mechanisms that will guarantee the running of work placement schemes of a high quality and adopting the necessary measures to achieve the objective of training graduates so that they acquire competences and develop skills which will increase their employment prospects.
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90 PARTNERS STEELCASE
Steelcase’s Employee Value Proposition At Steelcase we have a clear Employee Value Proposition; we want our employees to love how they work as much as we want our clients to do so. Fostering creativity and innovation requires a new strategy that might take some business leaders by surprise—a rigorous focus on organizational and employee wellbeing. “The most successful organizations are now turning their attention to employee wellbeing as a way to gain emotional, financial and competitive advantage,” notes Tom Rath, Gallup’s leader of workplace research and co-author of the bestselling book “Wellbeing.” Rath and other leading thinkers on the topic point out that employee wellbeing is a distinctly different notion than “wellness,” which focuses narrowly on physical health and is currently the primary area where businesses turn their attention.
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Organizations have strong reasons to be preoccupied with physical wellness, given its clear connection to costs. At the same time that declining physical health poses a growing risk for employers, the ubiquity of technologies is driving people to multitask like never before, leading to cognitive overload. According to author, researcher and Harvard educator Shawn Achor, our senses receive 11M bits of information every second, but the conscious brain can effectively process only 40 bits of information. Switching from one task to another makes it difficult to tune out distractions and can cause mental blocks that reduce a person’s productive time by as much as 40%, according to research reported by the American Psychological Association. In addition to cognitive costs, stress is a strong contributor to the explosion of “developed nation” diseases throughout the world. Rapid changes in the work people do, the tools and the technology they use have made work more complex, demanding and stressful. “How fast” and “how much” have taken on new dimensions, and work easily blends into life away from the workplace. These factors are all powerful catalysts for employee burnout and other signs of ill-being, making wellbeing a form of risk management.
Wellbeing is a competitive advantage in today’s business world. To achieve it, workers need mental and physical health, nurtured by a supportive environment that gives them the emotional capacity to interpret and experience events in a way that leads to productive, positive actions.
To understand the positive drivers of wellbeing, Steelcase WorkSpace Futures researchers in Europe, North America and Asia recently delved deeply into the topic, exploring the role of the physical workplace in shaping employee behavior to foster wellbeing. After synthesizing years of Steelcase primary research and investigating globally diverse notions of wellbeing, the team came to a distinct conclusion: Wellbeing is systemic and holistic, integrating many dimensions, including the physical, cognitive and psychological needs of people. The team went on to conclude that the places where people come together to work can be designed to have a positive impact on a variety of dimensions of worker wellbeing. The Steelcase team’s research synthesis identified six dimensions of wellbeing that can be impacted by the design of the physical environment. The foundational concept that links all six dimensions is what Steelcase refers to as an “interconnected workplace,” and which offers employees choice and control over where and how they work. “To foster wellbeing, employees need to have a variety of work settings that they can choose from,” notes de Benoist. “Traditionally workplaces have been designed for efficiency, and sometimes take a ‘one-size-fits-all’ approach. But that doesn’t offer employees the ability to choose the right kind of setting for the work they need to do. When they
have choices, employees have a sense of control that helps them feel more empowered, engaged and less stressed.” Three key ways to offering this level of choice and control are:
Palette of Place
An ecosystem of interrelated zones and settings that provide users with a range of spaces that support their various modes of work.
Palette of Posture
A range of solutions that encourage people to sit, stand and move while supporting the multiple technologies they use.
Palette of Presence
A range of mixed-presence experiences (physical and virtual) in workplace destinations designed to augment human interaction. Combined in workplace design, these principles lay the groundwork for addressing the six key dimensions of worker 1 Optimism Fostering Creativity and Innovation 2 Mindfulness Fully Engaged 3 Authenticity Really Yourself 4 Belonging Connecting to Others 5 Meaning A Sense of Purpose 6 Vitality Get-up-and-go RECRUITING ERASMUS
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If you want to learn more about how we help people innovate at Steelcase, visit: steelcase.es facebook.com/steelcase.Espana twitter.com/steelcaseEspana youtube.com/steelcasetv www.linkedin.com/company/steelcase RECRUITING ERASMUS
94 INTERVIEW MANUEL JOSÉ LÓPEZ PÉREZ
Manuel José lópez Pérez PRESIDENT OF THE CONFERENCE OF RECTORS OF SPANISH UNIVERSITIES, CRUE.
“Needed: professional with a degree who speaks two or more languages capable of working in a team and in a changing and competitive environment”.
w
e see hundreds of such job offers every day, not only in our country but all across the world. companies that operate in an increasingly globalised, more volatile and uncertain world need multi-talented, decisive professionals able to adapt and successfully manage the reality of their business. Therefore, as a country, in Spain we need to be able to train the professionals of the future and this implies to a large extent, the fostering of international mobility among students. The skills that young people gain during their international experiences represent a magnificent asset both from a personal and employment point of view. Obviously, the mastering of a language is a key aspect but it goes further than that. Being exposed to different cultures and customs develops a person’s social skills and capacity to adapt, analyse and understand the environment from different perspectives. All of these qualities are in high demand by companies, particularly at a time when they have become aware that internationalisation and the new markets are vital – not only optional – for the development of their business. In Spain, the international mobility programmes such as Erasmus are very popular. In spite of the number of students participating in the programme falling by 0.7% in the academic year 2012-2013 with respect to the previous year, Spain is the country which sends most Erasmus students abroad. Furthermore, and for the twelfth consecutive year, Spain is also the country which receives the most students. The Conference of Rectors of Spanish Universities (CRUE), which already expressed its opposition to the reduction of the amount of the Erasmus grant, has always defended the need
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to support these initiatives and to create new programmes which enable this mobility. For example, we can highlight the agreement signed at the 24th Latin American Summit in Veracruz (Mexico) in order to create an Alliance for Academic Mobility which aims to recruit the participation of 200,000 university students in five years throughout Latin America. As well as having a deep conviction that national and international mobility is an essential element in the personal and professional development of university students, we are also aware of the need to bring students into contact with the business world. Therefore, the CRUE also participates in different programmes that offer work placements to thousands of students. Thanks to these programmes, almost 5,000 university students across Spain participate in paid work placements in small and medium-sized companies throughout the year. According to the data collected through satisfaction surveys of the students participating in this type of initiative, last year, 44% of them extended their placement in the company or became a part of the workforce which illustrates the success of these schemes. Finally, I would also like to highlight initiatives such as Recruiting Erasmus by People Matters which connects students with the labour market and constitutes a very useful tool for their professional development.
A recognized initiative…
XVII EDICIÓN PREMIOS
Capital Humano A LA GESTIÓN DE RECURSOS HUMANOS
niko & klaus
PROJECT PARTNERS
PROJECT LEADER
WITH THE INSTITUTIONAL SUPPORT OF
WITH THE COLLABORATION OF
W W W , R E C R U I T I N G E R A S M U, S , C O M