Employment Magazine 2015-2016 by PeopleMatters

Employment magazinE RECRUITING ERASMUS 2016

TO INTERNATIONAL STUDENTS University Outlook

PARTNERS

Employment magazinE

contents

22 INTERVIEW

RECRUITING ERASMUS 2016 Alfonso Jiménez. Managing Partner of PeopleMatters.

Recruiting Erasmus Programme

06 AbbVie: Remarkable impact on people´s lives 10 Accenture: What are you waiting for? Take the next step 14 Airbus Group: We make it fly 20 Aldi: What worth a lot, costs very little 24 Altadis: Walking fast but having fun! 30 Banco Sabadell: The fourth largest private banking group in Spain 34 BBVA: Lets reinvent banking 38 CEPSA: Why Cepsa? 42 CLH: The Company 46 Cosentino: Our Cosentino DNA 50 Gas Natural Fenosa: Erasmus Experience 56 Heineken España: A great place to work 60 Inditex: YOUR TALENT IS WHAT KEEPS US GOING 64 MSD: A CLEAR MISSION: TO EXTEND AND IMPROVE PEOPLE´S LIVES 68 Red Eléctrica de España: 30 years dedicated to the progress of everyone 72 Santander: a group in which to grow 76 Steelcase: Steelcase´s Employee Value Proposition

University Outlook

04 EXTERNAL ACADEMIC WORK EXPERIENCE PROGRAMMES: QUALITY ELEMENTS Nicolás Díaz de Lezcano. Vice-rector of Students and Employability at the University of Las Palmas de Gran Canaria (ULPGE) and Coordinator of the CRUE (Spanish University Rectors’ Association) Group for Employment and Student Affairs. Lourdes Sarmiento Ramos. Director of Training Guidance and Employability at the ULPGC and the Technical Secretaria of the CRUE Group for Employment and Student Affairs.

28 The involvement of enterprises in Erasmus+ Pablo Martín. Director Of Spanish Service For the Internationalization Of Higher Education (SEPIE) 54 The Erasmus+ Programme as an opportunity María A Serrano. Pro-Vice-Chancellor for Internationalization University of Salamanca 80 University studies and mobility, the key to finding employment Segundo Píriz Durán. President of Crue Universidades Españolas and Rector of the University of Extremadura

NicolĂĄs DĂaz de Lezcano Vice-rector of StudentS and employability at the uniVerSity of laS palmaS de Gran canaria (ulpGe) and coordinator of the crue (SpaniSh uniVerSity rectorSâ&#x20AC;&#x2122; aSSociation) Group for employment and Student affairS.

Lourdes Sarmiento Ramos director of traininG Guidance and employability at the ulpGc and the technical Secretaria of the crue Group for employment and Student affairS.

External Academic Work Experience Programmes: Quality Elements.

mproving employability is one of the fundamental objectives that universities must fulfil within the framework of the European higher Education Area (EhEA) through the promotion of a new teachinglearning model focused on skills acquisition.

This reality highlights the need for university students to acquire complementary training which, on the one hand, contributes to improving their academic training and on the other, equips them with added value through the acquisition of competences and skills which enable them to improve their insertion into the labour market. Therefore, external work experience programmes constitute a highly valuable tool as, according to their definition in Art. 1 of the Spanish Royal Decree RD 592/2014, they constitute a training activity undertaken by university students and supervised by the universities, with the objective of enabling them to apply and complement the knowledge acquired in their academic training, favouring the acquisition of competences that will prepare them for exercising professional activities, facilitate their employability and enhance their entrepreneurial capacity. Therefore, the implementation of work experience programmes in companies will gradually change the widespread opinion in the corporate world that university 4

students have an excess of theoretical knowledge but lack the appropriate skills and competences to face the world of work, by enabling students to acquire them. But in our opinion, it is fundamental to emphasise that, as well as helping students to integrate into the labour market, external work experience programmes also provide benefits for all the agents involved. It enables the company: - To take advantage of an efficient personnel selection tool. - To introduce knowledge and innovation contributed by the participants in the work experience programmes. - To establish collaborative ties with universities for future projects. It provides the University the possibility of: - Obtaining relevant information with respect to the social agents in order to introduce improvements in study plans, adapting them to the reality of work. - Establishing synergies with the business world.

And it helps students: - To complement their academic training - To obtain professional experience - To acquire transversal skills - To gain an insight into the labour market All of this is organised around an appropriate Training Project which defines the strategic lines to follow in each external programme. In this way, Art. 6 of Spanish Royal Decree RD 592/2014 establishes that The training project within which the external academic work experience programme is carried out should set the educational objectives sought and the activities to be developed. The objectives will be established taking into account the basic, generic and/or specific skills that the student should acquire [â&#x20AC;Ś]. The document should make the objectives and content of the programme perfectly clear for all

of the parties involved. In other words, it should contain a detailed breakdown of the functions to be carried out and the skills to be acquired by the student. To achieve this, it should be written and ratified by the three agents directly involved in the training: the Academic Tutor (of the university), the Company Tutor and the Student participating in the programme, in order to guarantee that the training project is closely related to the contents of the studentâ&#x20AC;&#x2122;s degree course. Finally, and although this element is related more to the management of the programmes, we cannot forget the role of the Educational Cooperation Agreements, as they constitute the regulatory framework for the relationship between the student, the collaborating company and the university, and therefore guarantee the rights and obligations of all the parties and consequently the quality of these work experience programmes 5

REMARKABLE IMPACT ON PEOPLE’S LIVES OUR LIFE’S WORK IS TO IMPROVE LIVES ADDRESSING SOME OF THE WORLD’S GREATEST HEALTH NEEDS At AbbVie, we have the expertise of a proven pharmaceutical leader and the focus and passion of an entrepreneur and innovator. The result is something rare in health care today – a global biopharmaceutical company that has the ability to discover and advance innovative therapies and meet the health needs of people and societies around the globe.

Our expertise in both small molecules and biologics allows us to find and pursue the best solution for a given disease.

A NEW BEGINNING On January 1, 2013, AbbVie was founded, a global biopharmaceutical company with the focus and capabilities to address some of the world’s greatest health challenges. AbbVie has the stability, resources, expertise, and passion to discover, develop, and bring to market groundbreaking science to solve the biggest health problems that face the world today and tomorrow.

ABBVIE IS... Focused

We are focused on developing leading-edge therapies and innovations.

Passionate

We have the commitment, expertise, and capabilities to provide lifechanging products to patients who need them most.

Making a Difference

AbbVie combines deep understanding of patient needs and disease states to deliver treatments that have an impact on peoples’ lives.

COMMITTED TO PATIENT-CENTERED INNOVATION When it comes to innovating, AbbVie starts with the patient. We draw on our deep expertise in some of the most difficult-to-treat diseases and on our understanding of the patient journey to identify opportunities to create better outcomes at every stage. This patient-centered approach to discovery and development ensures we remain focused on our goal of improving lives.

ASPIRING TO IMPACT PATIENT CARE 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. 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.

THE ABBVIE EXPERIENCE

OUR CULTURE

AbbVie employees work every day to discover and address many of the world’s most pressing health challenges. Our work helps people live better lives. When you have patients depending on your solutions, you look for the best people to be part of the team. We are always looking for talented people to join our team and, when we find them, we make it our business to treat them well.

We believe the world needs new approaches to addressing today’s health issues – from lifethreatening illness to chronic conditions. And we believe we are just the people for the job. We are AbbVie, 28,000 strong. We are scientists, researchers, communicators, manufacturing specialists, regulatory experts, marketing professionals and more. We also are parents, brothers, sisters, friends, community leaders and volunteers. We have a lot in common with the people we serve, and we come together every day to create, discover and deliver new ways to improve people’s health.

THE ABBVIE INTERNSHIP PROGRAM Everything we do begins and ends with the patients we serve. We draw our purpose, our products and our way of working from their needs. As an intern, you share in this commitment by challenging the status quo and gaining work experience directly related to your field of study and career goals. You’ll accelerate your future career path as you gain access to some of the most respected industry experts and senior leaders across the globe. Your journey is what you make it. It’s not just where you’re going— it’s how you get there.

Each of our employees brings their own unique ideas, approaches and life experiences to AbbVie. This type of diversity creates an eclectic workplace. Our people have the freedom to challenge ideas, take risks and create novel solutions to better meet patient needs. Discoveries are possible at AbbVie because of the environment we’ve designed – one that fosters creativity and rewards innovation. Join us and see firsthand how we are following The AbbVie Way together.

Corporate Equality Index. AbbVie has earned a perfect score of 100% on the 2016 Corporate Equality Index (CEI) administered by the Human Rights Campaign Foundation. The Best Places to Work for LGBT Equality recognition underscores AbbVie’s commitment to our LGBT employees and allies. It also reflects our efforts in building a diverse, innovative and open culture that values all employees and their contributions.

AbbVie’s astonishing ascent: Top 20 in Global Brand Strength AbbVie’s entry into the top 20 of the 2014 FutureBrand Index for global brand strength is considered an unprecedented development for a new company. Our brand, launched at separation from Abbott on January 1, 2013, now shares the “top 20” tier with long established brands like Google, IBM, and Disney in a world-wide survey that ranks the 100 largest market cap companies. Rankings are determined by public perceptions of how a company delivers on its intended purpose. FutureBrand is the world’s leading creative consultancy for future brand expertise. 8

OUR VALUES Pioneering Leading-edge science. We set our sights on pioneering solutions that advance healthcare.

Achieving Customer-focused outcomes and world-class execution. We strive to achieve results for those we serve by setting our own high standards.

Caring Making a difference in people’s lives. We share deep passion for our work and caring for the people we help.

Enduring A proud 125-year heritage. We are here for the long term – building on our strong, enduring heritage and continuing to invest in the future to address health needs where they are greatest.

WHY ABBVIE We are a global, research-based biopharmaceutical company that combines the focus and passion of leading-edge biotech with the expertise and results of a long-established pharmaceutical leader. Our people have diverse expertise and perspectives, but share a single passion: to develop and market advanced therapies and solutions to address some of the world’s most complex and serious diseases.

WHAT YOU’LL DO HERE Whether it’s in the lab, in an office or on the production floor, everyone’s work here starts with improving lives and ends with a new way forward. As an AbbVie employee, you’ll have exciting opportunities to innovate, collaborate and demonstrate your passion for patients and excellence every day. We offer numerous career paths to help you succeed in our many businesses and functions, including Research & Development, Technology, Finance, Operations, Regulatory Affairs & Compliance, Sales, Marketing, Human Resources and more.

Innovation and talent. Welcome to Accenture, the company driving innovation to improve the way the world works and lives. you might not know this, but accenture impacts millions of lives every day. yours included! We have presence in your everyday life when you are benefiting from the collaboration we do with our clients. Where do we touch your day? We were there when you bought that plane ticket to go and visit your erasmus friends. When you were watching your favorite tV program on your mobile while waiting for your plane to take off. When you bought those beers to celebrate with your friends. When you turned the lights on at home when you came back or when you bought online those nespresso capsules that you like so much. accenture’s professionals make all of this happen: via app, web or through traditional channels we are helping our clients, the world’s leading brands and governments unleash the power of digital to drive growth and transform their businesses.

Five businesses. A unique transformation. You! the world is complex. let’s make it simple! at accenture we have five business that we combine to transform and grow with our clients: accenture Strategy, accenture consulting, accenture digital, accenture technology and accenture operations. each one demands a different profile, each one offers different opportunities, different career paths. Given the size, scope and entrepreneurial nature of accenture’s business, your opportunities to learn and grow here are nearly limitless. at accenture there are no lone rangers, only team work. and we would like to have you as part of our team.

accenture Strategy is where we shape our clients’ future… combining deep business insight with the understanding of how technology will impact industry and business models. in accenture consulting, we transform – we bring together the very best of accenture to help our clients transform their businesses to compete in today’s digital world. in accenture digital, we digitize, enabling our clients to unleash the power of digital… by providing analytics, interactive marketing and mobility services to create new value. accenture technology is where we power our clients’ businesses with “best in class” established and emerging technologies. and accenture operations is where we operate business processes and infrastructure as a service on behalf of our clients.

What are you waiting for? Take the next step. 10

Lola Marcos Recruiting Lead Accenture Iberia

Since September 2015 we have hired more than 1.000 professional: 60% newly graduates and the remaining 40% professionals with at least 3 years of experience.

We’ve heard that Accenture is growing and hiring. Is this correct? yes, that information is correct. We’ve been growing globally and locally. at a global level we’ve got more than 373.000 professionals. at a local level we’ve grown as well and by now we’ve got over 10.000 professionals working at accenture españa. Since September 2015 we have hired more than 1.000 professionals, more than 600 newly graduates and over 400 experienced professional. What kind of professional is Accenture looking for? at accenture we hire professionals with and without experience for our five business areas. as you can imagine with different professional backgrounds and experience – from a functional consultant with proven experience on systems and technology to new profiles, needed for our most innovative areas and projects: Strategy, analytics, digital marketing… What about the professionals with at least 3 years of experience? What kind of profiles is Accenture looking for? experienced candidates must have a consolidated experience on Strategy, consulting, digital, technology or operations. project management experience as well as strong client relationships management skills. they have to be digitally savvy and driven. What kind of profile should have a newly graduate interested in Accenture? We are looking for final year students o newly graduates in engineering degrees, business management and Science degrees. fluent english is a must, since accenture is a global company. other aspects that we value are extra academic activities and erasmus experiences. Why is an Eramus experience valued by a Company such as Accenture? accenture is a very large company. We’ve got more than 373.000 professional in 120 countries. our professional must have the ability and flexibility to work

in an international environment with colleagues from all over the world. that means working with people from different cultures, religions, educational backgrounds… When you hire someone who has had an erasmus experience – or a similar international experience – you have the certainty that that person feels comfortable working in this international environment and that they have developed competences that for companies such as accenture are highly appreciated such as the capacity to adapt to changing environments, flexibility or the ability to excel. What are the advantages or benefits of working for Accenture? at accenture our people are our most important value and therefore we do our best to ensure they feel comfortable working for us. We offer our professionals a very interesting compensation package that includes benefits such as an ambitious career development plan that allows them to take full control over their professional career. access to the best training materials and tools to ensure their continuous personal and professional growth. a pioneering flexibility program so they can balance their personal and professional life. access to the latest technology and tools. the opportunity to work in a truly international environment, with people from all over the world, for the most prestigious companies, in the most innovative projects, in local or international roles… and many other benefits that we will comment during the recruiting process. If I want to apply to Accenture, what do I have to do? easy. all you would need to do is to visit incorporate. accenture.com and apply online to our available positions. We’ve got opportunities for students looking for an internship, newly graduates and professionals with experience so all you need to do is to look for the posting that matches your interest and submit your resume. and if you have problems finding a position you can always send us an email to buscamostalento@ accenture.com.

If you are looking for the perfect mix of training, support and opportunity join us at Accenture.

What are you looking for?

Take the next Step!

are you an undergraduate studying at university and looking for an internship? We’ve got it! accent on you, our internship program offers you a unique opportunity to build skills and get a feel for life at one of the world’s biggest consulting and technology firms.

please visit our recruitment website and register your cV at incorporate.accenture.com

are you a graduate looking for opportunities for newly graduates? accenture is your place. We have a range of career options that can satisfy the widest of interests. at accenture you’ll have every opportunity to evolve your career while helping us evolve too. are you an experienced professional looking for exiting career opportunities? We’ve got them too. pursue your passion. hone your expertise. deepen your knowledge. at accenture, you will work with the best and the brightest in the business to help transform the world’s leading companies, and help our clients reach their goals.

incorporate.accenture.com

in the offer “accent on you, programa de prácticas” if you are interested on our internship opportunities.

in the offer “tu primer empleo como consultor” if you are a newly graduate.

or just register your cV in the job offers that satisfy your interests.

We will get back to you as soon as possible to start the recruiting process.

Cool things we do Coop Italia: Transforming the customer experience with Supermarket of the Future

Meliรก Hotels International: Digital Transformation for Future Growth Everywhere access to 6 Nations Rugby

We have helped coop italia create a Supermarket of the future transforming the customer experience with digital tools that make shopping more convenient, relevant and personalized. a mobile app helps customers navigate the store, augments product information, and identifies products that are compatible with their lifestyle needs. Second screen technologies allow suppliers to provide product or promotional content and interact with shoppers. communication tools allow staff to speak with the warehouse in real time to rapidly procure new assortments and replenish shelves. We are assisting meliรก hotels international over a three-year period to consolidate, enhance and extend its direct sales channels (mobile, web and call center), implement new concepts for its digital platform, and redesign and launch its loyalty program. helping to make the customer experience more relevant and efficient, from trip planning to post-travel.

We developed an iphone app that helped 6 nations rugby adapt to the changing needs of its fan base.. We developed the official rbS 6 nations iphone application that provides enhanced fan experiences and interaction with the championship before, during and after each game.

Take part on these projects. Drive innovation to improve the way the world works and lives. Be part of Accenture, we have endless opportunities for you. www.incorporate.accenture.com

WE MAKE IT

TOGETHER

Widely acknowledged as a leader in the aerospace industry, the Airbus Group has been set up with three incredibly agile Divisions at its core: Airbus, Airbus Defence and Space, and Airbus Helicopters. Each offers a wide portfolio of cutting-edge products and associated services specifically designed to deliver solutions around the globe that help drive and expand our customersâ&#x20AC;&#x2122; businesses. Visit www.airbusgroup.com

Airbus Group. We make it fly.

Airbus Group

We make it fly Airbus Group is a global pioneer in aeronautics, space and defence-related services, creating cutting-edge technology. Combining European heritage with global outreach, the diversity of our talent and technology drives innovation, integration and internationalization. This shapes the company we are today and our vision for the future, helping the world cope with the changes it faces. The Airbus Group operates in more than 170 locations worldwide. As the largest aerospace and defence company in Europe, the Airbus Group is proud of its European roots and achievements. We make a vital and growing contribution to the economies of our home countries, France, Germany, Spain and the UK and around 35,500 of our suppliers are in our home markets. Airbus Group in Spain, the leading aerospace company in the country (64% of total aerospace Spanish sector), employs more than 12,000 people at 11 sites. The 9.5% of the total turnover of Airbus Group in Spain is invested in R&D.

Airbus Group is launching three special programs for 40 young engineering graduates

Airbus Group is launching the new edition of Master in Aircraft System Integration and Aircraft Master in Business administration. 40 young engineering graduates will have the opportunity to learn from highly qualified Airbus Group professionals and university experts; they will also do 12 months internship in one of our key areas in one of the Spanish sites. It´s a great opportunity to join our company and develop your professional career in an international environment. Master in Aircraft System Integration organized by Carlos III University: The Master in Aircraft Systems Integration (MASI), sponsored by Airbus Group-Spain, has been specifically designed for recent graduate engineers, and working professionals who want to develop and lead projects of Systems Integration. The Master is given in English by internationally recognized experts in their fields coming from the key players in the aeronautical business, including industry, academia, government and regulators.

• Generalisation; this level aims to nurture the universial vision required to manage large and complex aeronautic projects. The focus is on procedures, methodologies, tools and agents common throughout systems integration projects. It includes general courses such as Systems Engineering or Project Management, and others more specific for the aeronautical context. • Experimentation to move from abstraction to implementation, innovation, invention.

The MASI Program combines three basic elements:

If you are a young graduate engineering interested in Aircraft System Integration, come and join us!!

• Fundamentals provide the technical knowledge necessary to understand how the different aircraft’s systems work.

More information is available in: www.uc3m.es/masi

Ignacio José Benítez Cruz

Tell us about your studies and international experience

Master in Aircraft Business Administration organised by EOI Business School: The Maser in Aircraft Business Administration, sponsored by Airbus Group gives you the opportunity to improve your capacity to coordinate international projects acquiring knowledge in negotiation, team management, commercial management and international management. The program includes 12 months intership at an Airbus Group site. Airbus Group Minds: Airbus Group is launching the Minds programme, created exclusively for 2nd year Master engineering students. A one year intership at Airbus Group, and an online Master in Professional Development, which includes a 120 hour soft skills course at a relevant business school in Madrid. If you are a young graduate engineer, fluent in English, and aim for a career with a global leader in aeronautics, visit our website: www.jobs.airbus-group.com

I studied Aerospace engineering at the University of Madrid Carlos III. Thanks to two non-European mobility scholarships I finished my studies at the University of Purdue (Indiana, USA) and the Queensland University of Technology (Brisbane, Australia) where I did my final degree project. It was an incredible experience. I had the chance to pilot a jet at the University of Purdue! At present, I’m doing an Aerospace engineering master’s degree at Glasgow University where I organize events for the students as President of the International Erasmus Student Network (IESN). I like to work in multicultural environments. Tell us about your experience in Airbus Group programmes I have participated in the “Seedbed” programme that includes a three month scholarship. My task was related to the A380 Engine Bleeding Air System Simulation, the A380 is the biggest aircraft in the world! I also participated in the Airbus Group Juniors Programme 2015 where I met some of the most interesting people in my whole life and I have unforgettable experiences of this period. My stay in Airbus Group has allowed me to find the steps to be followed in my professional future. The master’s degree I’m doing now is a good example of this because I realized that I wanted to reinforce my experience in Management. As part of the master’s degree we will work on a project, and I would like very much that it could be in any of the Airbus Group sites. The Airbus Group muliticultural environment is awesome. 17

Alfonso Jiménez mAnAGInG PARTnER OF PEOPLEmATTERS

Recruiting Erasmus

2016 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 18

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. 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 Recruiting Erasmus takes international students to top because best-in-class companies are looking for them. 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. 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 seventy 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. Why do you believe that the project is important for university students with international experience?

RE. What are the advantages for the students who sign up to the project?

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.

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 â&#x20AC;&#x153;additionalâ&#x20AC;? advantages, as the main reason for enrolling is to access a channel through which to directly approach leading companies.

ALDI is one of the major food chains and supermarkets in the world. Based on our strong business concept built up over the course of decades, we are continuing to expand worldwide. ALDI has a very clear objective; to meet the needs of our consumers, being committed to offering very high quality at the best prices, and this is what we intend to convey through our claim

“What’s worth a lot, costs very little”. This principle has given us great success in more than 5,000 retail outlets in the countries where we operate, such as Germany, France, Portugal, Spain, Holland, Belgium, Luxembourg, Denmark and Poland.

ALDI DNA: Passion for retail! Passion for people!

We work every day to become one of the leading supermarket brands and a quality-price benchmark and this is possible thanks to our very strong corporate values shared by the entire organization. ALDI focuses on what is essential: the comfort and functionality of its stores, the high level of self-imposed standards of excellence when choosing the best products and the rating given by its collaborators. Simple, decentralized 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.

Our “ALDI DNA” sets us apart: what does that mean? It means that we are firmly committed to rigor, efficiency, price, quality, objectiveness, proximity and responsibility 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 responsibly and sustainably 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 program.

Being a manager at ALDI: a great retailer, a great employer At ALDI, no one day is the same as another: Various challenges 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.

At ALDI, your motivation will be the best calling card. You’ll face new challenges every day and will be able to get involved and give your very best. A good working environment based on teamwork and camaraderie. A place where you will learn continuously and with potential for growth within the company. A professional experience that will allow you to start a career in the retail world. 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. 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. And if you are a person who likes working hard and learning, ALDI is a good choice for you!

Altadis: Imperial Tobacco Group Become the first to get to the top with Altadis

Walking fast but having fun! 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 30.000

WE CAN: LEADERS The Company leader on the Tobacco industry

I ENGAGE: WE ARE ON THE TOP! One more year Altadis has been certificated asTop Employers Spain 2015, award that is given to the best companies to work around the world

I AM: PEOPLE FIRST In Altadis we believe you can get as far as you want and deserve it. Our obsession itâ&#x20AC;&#x2122;s giving our employees big development and profesional opportunities

WE SURPRISE: CARE OF YOU programmes to contribute on the wellbeing of its employees

WE ENJOY: CELEBRATE The yearly conventions allows us to get to know eachother, have fun and get the information ot the most revelant corporate topics.

I OWN: REPONSIBLES Altadis puts focus on being a responsable Company in all the areas that afects its stakeholders; Trying ot create positive social impact by respecting the environment and human rights.

Walk to the talk, enroll our team! If you have asked yourself what type of candidate Is Altadis recruiting, the answer itâ&#x20AC;&#x2122;s simple;

We are trying to recruit YOU! You will find out itâ&#x20AC;&#x2122;s you if you are passionate on challenge, if you enjoy the maximum of everything you do, if you question how to do and get things done, looking for the continuous improvement and willing to work in a multinational company that offers you development, Career opportunities and constant movement.

Altadis tools to be on the top of it

Make the biggest jump of your career

Internship Programmes: 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 that will give you the opportunity to get a 360ÂŞ 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.

Send us your cv to enroll in our programmes (Diana. padilla@es.imptob.com): 27

Pablo Martín

Director Of Spanish Service For the Internationalization Of Higher Education (SEPIE

The involvement of enterprises in Erasmus+

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 EU programme for education, training, youth and sport for 2014-2020, promotes 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. The involvement of enterprises in Erasmus+ aims 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+ becomes an effective tool to deal with the current needs of development of human and social capital within and outside Europe. In general terms, Erasmus+ offers enterprises a wider scope to participate than in previous programmes. In the field of higher education, students, teachers and nonteaching staff from institutions, and also trainers and 28

professionals from enterprises constitute the main target population of the Programme. So, enterprises can take part in the following actions of the Programme: 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. 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. 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. 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. 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 and/or implementation of innovative, transnational initiatives fostering entrepreneurial mind-sets and skills, to encourage active citizenship and entrepreneurship (including social entrepreneurship). “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. 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. 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.

Our employees worldwide

Banco Sabadell is Spainâ&#x20AC;&#x2122;s fourth largest private banking group, which is comprised of different banks, brands, subsidiaries and companies. In recent years, Banco Sabadel has experienced a significant increase in the number of its employees due to different mergers and take-overs.

At present, one of our lines of action for the period 2014-2016 is the internationalisation and extension of our global network which currently operates across more than 20 countries in five continents. The workforce has 16,500

BS employees in Spain and 918 abroad, and the recent acquisition of the British bank TSB has added 8,500 residents in the United Kingdom. Within this context of international expansion, the selection of new employees is increasingly focused on building a workforce with a high knowledge of languages who are capable of working on a daily basis with colleagues in any part of the world. Therefore, language proficiency, particularly in English, and international experience are now enormously

Janina Delgado.

Testi monies: 32

22 years old. Trainee in Employer Branding. Last year of Journalism at Universitat Autonoma de Barcelona. I did my Erasmus in the Faculty of Communication at the University of La Sapienza di Roma. I am sure that my international experience was an added value that influenced my being selected for the work experience programme at Banco Sabadell seven months ago. I collaborate in the Employer Branding Department, which is part of the Human Resources Division and which is focused on enhancing the loyalty of employees and making them feel proud to belong to the company.

valuable in the curriculums of the candidates aspiring for a position in our company. Work experience programmes are a good way of acquiring experience and a form of entering the workforce of Banco Sabadell. In recent years, we have stimulated the incorporation of young talent into our company through work experience programmes in all divisions: from Commercial Banking to Human Resources. Currently we are running

90 training projects in our corporate centres in Barcelona, Sabadell and Sant Cugat and others abroad, such as more than

the PUE Programme (University-Company Programme) in which the participants travel to our offices in London and Paris. During the period 2014-2015, we hired a total of 136 student trainees. Approximately 40% of them had international experience thanks to Erasmus and other exchange programmes abroad, either through work or study. In the last ten years, a total of 150 students have become part of our workforce after completing their trainee period; fifteen of them in 2015 (20% of total), either in the department in which they carried out their work experience or in other divisions of the bank. The divisions which have incorporated the most ex-trainees into their teams are: Commercial Banking and Human Resources, followed by General Management, Asset Transformation and Industrial and Real Estate and the General Management division of BSIS.

Carmen Segura.

Robert Saborido.

22 years old. Trainee in Employer Branding. Studying a postgraduate degree in Business Communication at the Barcelona School of Management.

31 years old. Junior executive in the Compensation and Operations Department of Human Resources.

I studied Journalism at the Universidad Aut贸noma de Barcelona and, for six months, I participated in the Erasmus programme at the IHECS in Brussels. I work in the Employer Branding Department at Banco Sabadell, developing sports, charity and/ or health projects for all of the employees. This experience has given me the opportunity to learn how one of the most important companies in Spain works, but has enabled me to extend my economic and business knowledge alongside true professionals.

In an international experience, breaking out of your comfort zone is even more rewarding than learning languages. I remember the day I arrived in California: I was 16, I was terribly jet-lagged and I had to introduce myself in English to my host family. It was hard! But at that very moment I started to learn how to overcome challenges. The same challenges I face day-to-day in the Banc Sabadell HR Department, where I work since 2008, after finishing my studies in computer engineering.

A forward-looking global bank BBVA is a global customer-centric retail financial group that provides a full range of products and services to 65 million customers, in 31 countries. BBVA has a solid leadership position in the Spanish market, is the largest financial institution in Mexico and has leading franchises in South America and the US Sunbelt. Additionally, it has a relevant banking presence in Turkey (through Garanti Bank) and operates an extensive branch network worldwide.

A new approach to banking BBVA’s vision is `Work towards a better future for people. To make it happen, we practice responsible banking, encouraging the Group’s social function and working on a long-term process, that achieves a balance between the relationship with customers and support for the development of society. This goal requires a new style of behavior from all the people that make up the Group. Here lie BBVA’s strength and competitive advantage that will help building building the future. is here where BBVA’s strength lies and its increased competitive advantage in order to build the future. To achieve this goal we have established some guiding principles: Integrity, by acting ethically in all our actions and in all our relationships with our stakeholders. Prudence, by following the principle of precaution in risk-taking. Transparency, by giving full access to clear and truthful information, within the limits of the Law.

Transformation journey

Join BBVA

Furthermore, the Group has a mission, which is to offer the best products and services to our customers. But technology and Big Data are transforming both society and industries.

At BBVA, each person has a role to play driving the Bank to the future: marketing professionals, engineers, technologists, financial analysts, auditors, attorneys, computer experts, mathematicians, apps developers, communities managers, … Whatever your profile and experience are, we would like you to try and work with us in a worldwide company where you can develop a multipath professional career or an intense traineé experience.

Due to all, we have to adapt our company and reshape our customer’s experience to become the best bank, by helping clients to manage their finances better with tools, information and value-added products and services that improve their decision-making and bring their dreams closer. Because of that, we have begun a thrilling transformation journey years ago. We have come far, and we feel that BBVA could lead the non-stop change of the banking industry, and become the first knowledge based bank.

A first class workforce Without people, there is no way to go over this exciting journey. And to be the leaders of the digital transformation and get our goals, we need a first-class workforce. Therefore, we are deeply committed to develop, retain and motivate the current and future talent in the Group. This means ensuring that we have the best work environment to inspire the talent we have, to attract the talent we need, and make all (the teams) get involved and entrusted to successfully carrying out the Group’s transformation. Every day, our global enterprise works on building an extensive communication pathways that raises trust and collaborative relationships, and as a result, encourages people to ask questions, be curious and take ownership. Furthermore, it gives our first-class workforce a better mobility across geographies or departments and an easier cross-collaboration between groups to develop our extraordinary talents.

If you are an honest and results-oriented person, and achieve goals thanks to a deeply commitment with people, focus on simplicity and working in a collaborative way, you could help us to achieve our goals. In exchange, we offer professional development (public, objective and transparent opportunities for everybody) and the best learning and international mobility programs to enable employees to be responsible for their own professional growth. You could also experience life quality and good working conditions thanks to a competitive remuneration, innovative and collaborative workspaces, and products and services that benefit you and your family. To sum up, If you love challenges and teamwork, if you want to grow professionally and personally, and one of your life-targets is to make better lives for people, join the fascinating BBVA’s transformation journey. We are waiting for you, no matter if you are student, just graduated or junior or senior professional. For further information about internship program, go to www.invertimosparaelfuturo.es

BBVA’s

For further information about job opportunities, go to www.careers.bbva.com

Everything has already been invented. Until someone else reinvents it. Letâ&#x20AC;&#x2122;s reinvent banking.

Join BBVA adelante.

www.careers.bbva.com/espana 37

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We offer the Talent Call Internship Program, which is an opportunity for new graduates to discover and learn about the real world of business and our company as well as acquire new skills and the knowledge that will give them a competitive advantage in the development of their career. The candidates must be available to work full-time for a year and they must apply online.

The Company The CLH Group, 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 in Spain comprises CLH, CLH Aviaci贸n and TERQUIMSA (Terminales Qu铆micos, S.A.). The Group is also present internationally through CLH Pipeline System (CLH-PS) Ltd. in the United Kingdom and Orpic Logistics Company L.L.C. (OLC), which carries out its activities in Oman.

The CLH Group plays a key role in guaranteeing society with safe, easy access to oil products, and it

bases its management on criteria of commitment to sustainability, safety, efficiency and cooperation with society as stated in its Mission, Vision and Values.

Main activities: >

Storage, transportation and distribution of oil products in mainland Spain and the Balearic Islands,

Storage, distribution and into-plane supply of aviation fuels and lubricants, through CLH

Biofuels: logistics services, storage and blending of biodiesel with diesel and bioethanol with

Strategic and security storage

Other activities: Metrology Laboratory.

while also guaranteeing free third-party access to the logistics system.

Aviaci贸n.

gasoline, offering our customers a comprehensive service.

VALUES

We are a company of integrity, responsibility and efficiency, whose culture is based on attributes such as safety, commitment and the ability to create trust among its stakeholders

Efficiency-Commitment-Excellence-Safety-Integrity-Trust

A great human team

International Expansion

Efficiency, Commitment, Responsibility, Excellence, Safety, Integrity and Trust are the CLH Group values and main asset of the people who work in the company. CLH is committed to reflecting these values in its selection processes by recruiting people who are committed, keen to learn and team-oriented, who show an interest in their personal and career development and are open to change at a functional and geographical level.

The CLH Group commitment to internationalisation provides for growth, through building or acquiring logistics assets, and also the provision of advisory services based on the experience gained during more than 85 years, which is the length of time it has been present in the sector.

Investment in logistics assets CLH wishes to have a presence in the logistics sector of other countries through building storage and transportation assets, the acquisition of existing assets or through establishing alliances with other companies in the sector.

Operation of logistics assets The experience and know-how that CLH incorporates into all its operations, which are based on efficiency, safety, automation and customer service, are a valuable asset that is marketable through agreements for operating logistics infrastructures owned by other companies or state institutions.

The CLH Human Resources Policy is based on achieving a satisfactory work environment that supports continuous training, equal opportunities, workplace integration and the right balance between professional and personal life in safe, healthy surroundings. 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. The CLH Group has recently been ranked as the 6th best Spanish company to work for, among companies with between 500 and 2,000 employees, and the 2nd best in oil sector companies, according to the Merco People Report, drawn up by the Spanish Corporate Reputation Monitor which assesses the companies included in the annual Merco ranking. All of this has been achieved thanks to the almost 1,600 people who are employed by the CLH Group and carry out their work daily with a commitment to technological innovation and sustainability within a constant process of continuous improvement.

Storage and into-plane fuel supply at airports The strong presence of CLH in the aviation sector in Spain gives the Group an excellent position and knowledge for developing logistics infrastructures at airport facilities in other countries, or for participating in invitations to tender with a view to operating storage infrastructures and providing into-plane fuel supply services for aircraft.

Advisory and consultancy services CLH offers its services for providing advice in processes for transforming or optimising logistics operations. The solutions it offers encompass different areas of activity including, among others, product movement planning and programming, operation and maintenance, and facility automation and control.

Strategic reserve storage CLH takes advantage of the geographical position of Spain, which connects the markets of northern Europe and the Mediterranean, to offer strategic storage services to operators and central government bodies in different countries. CLH possesses the necessary permits and resources for commencing, if required, the construction of one million cubic metres of storage capacity.

Our profiles Students

CLH is committed to offering final-year students the opportunity of putting their knowledge into practice in an environment where there are highly qualified professionals, 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.

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 with its management systems, enables it to provide its customers with top quality service. Training and development: Training is one of the basic cornerstones of the company’s Human Resources Policy. CLH works to give its employees the knowledge and skills necessary for excellent performance in their duties, thereby enabling them to achieve career development 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 between professional and family life. Commitment to society: The CLH Group Corporate Responsibility Policy is based on establishing relations of trust and cooperation with its stakeholders, in accordance 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. Continuous improvement and technological innovation: CLH includes continuous improvement and innovation as part of its culture in order to assure excellence in its processes and fulfil the needs and expectations of its stakeholders. CLH also encourages the company’s employees to participate in this field through different channels for collaboration.

COSENTINO GROUP The Cosentino Group is a global, family-owned company that produces and distributes high value innovative surfaces for architecture and design. As a leading company, Cosentino imagines and anticipates together with its customers and partners design solutions that offer value and inspiration to people’ lives. This goal is made possible by pioneering brands that are leaders in their respective segments such as Silestone®, Dekton® and Sensa by Cosentino®. Technologically advanced surfaces, which allow the creation of unique designs for the home and public spaces. The group bases its development on international expansion, an innovative research and development program, respect for the environment and sustainability, and its ongoing corporate commitment to society and the local communities where it operates, education, equality and health & safety. The Cosentino Group currently distributes its products and brands in more than 80 countries, and directly manages from its headquarters in Almeria (Spain) its presence in 32 countries, with its own assets in 26 of them. More than 90% of Cosentino Group’s turnover comes from international markets.

www.cosentino.com 46

OUR COSENTINO

DNA Self-Demanding

Setting one’s own goals with determination and ambition, without settling for the required result yet seeking to exceed expectations.

Inspiring Action

Transmitting enthusiasm and a positive attitude; influencing others to obtain the highest capacity; and motivating the team to accomplish objectives.

Client Partner

Knowing and understanding the contribution of one’s work to achieve client satisfaction (external and internal) and focussing one’s activity on their needs.

Teambuilding

Achieving common objectives by aligning one’s contributions with the global objectives; actively promoting collaboration by eliminating barriers between all tasks and members of Cosentino; creating a single team within the organisation.

Reliability

Carrying out one’s work with rigour and integrity in order to achieve the set goals, and persevering in the face of obstacles or difficulties.

Innovation

Acting in a proactive way to seek and implement creative ideas and solutions, identifying and generating opportunities in different areas.

Passion for change

Easily adapting to new or changing situations, whether planned or unexpected, and questioning the established order from a constructive standpoint in order to propose and execute actions that will bring progress.

Global vision

Understanding the organisation’s strategy and focussing one’s actions on achieving Cosentino’s objectives, knowing and evaluating at all times the impact of one’s actions on processes and on people.

COSENTINO IMPULSA PROGRAM What is Cosentino Impulsa? This is a 12-month remunerated programme for young people. They participate in a training plan to develop their skills and knowledge of different departments within Cosentino that will help them increase their career possibilities.

COSENTINO IMPULSA OFFERS YOU THE POSSIBILITY OF DEVELOPING YOUR POTENTIAL IN A MULTINATIONAL COMPANY, GIVING YOU CONTINOUS REMUNERATED TRAINING AND THE CHANCE TO GET YOUR CAREER OFF TO A GREAT START.

Would you like to be part of this programme? Cosentino Group is searching for young university talents who can work on a bilingual level in English (other European languages are also valuable), who have recently finished university, or are in their last year studying: • • • • •

Engineering (Telecommunications, Industrial, Systems, Civil, Electronic, etc.) Mathematics Business Administration and Management Law Architecture

If you are a person with infectious enthusiasm, willing to accept challenges that will test your analytical abilities and capacity for problem-solving, please apply to the second edition of Cosentino Impulsa. www.cosentino.com/en/cosentino-impulsa

COSENTINO EXECUTIVE PROGRAM What is Cosentino Executive?

It is an Executive Development Programme in which professionals with previous sales experience, develop their knowledge and skills to become a future Business Unit Manager.

Why Cosentino launches this program?

The aim of this program is to develop a potential collective Managers, aligned with the culture and the objectives of the Company, from a structured learning process based on the experience, accompaniment and formal knowledge of the business. This process allows to the candidates to develop their missions in any market or country. Cosentino Executive by Impulsa expects to strengthen the professional development of this collective, reinforcing the image of Cosentino as an employer brand.

COSENTINO EXECUTIVE OFFERS YOU THE POSSIBILITY OF DEVELOPING YOUR POTENTIAL IN A MULTINATIONAL COMPANY, CONINUOUS AND REMUNERATED TRAINING AND THE CHANCE TO CONSOLIDATE YOUR PROFESSIONAL CAREER IN AN INTERNATIONAL ENVIRONMENT.

Would you like to be part of this program? Cosentino Group is searching for professionals with more than 5 years consolidated sales experience. • Degree related with Company business. • Sales and / or Marketing Master, MBA. • Leadership in Multidisciplinary teams. • Business Unit Management. • English: C1 • Availibility to be relocated in other countries. • DNA Cosentino Manager: Inspiring Action, Global Vision, Client Partner, Teambuilding, Innovation, SelfDemanding, Reliability and Passion for Change. If you are a person who transmits enthusiasm, willing to accept challenges and good attitude to strengthen your career, please apply to Cosentino Executive by Impulsa. http://www.cosentino.com/en/cosentino-executive

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PRESENTATION

Name and Surnames: Azahara Sierra Nieto

Where did you do your Erasmus? In Rome (Italy) Current position: Operational Planning

Erasmus Experience What was your Erasmus experience like? What skills and abilities did you acquire during your international experience? My experience studying and living abroad for a year was highly rewarding on both a personal and professional level. I think that the most important thing about this experience is not just the academic environment but everything else that you gain from it, such as maturity, Independence and above all the ability to resolve all kinds of situations by yourself. What was the best part of your experience? For me it was the experience itself, meaning the friends you make who are like your family while you are there, the trips that you make both in the Erasmus country and other countries, learning other languages and, of course, the subjects that you pass. What was the worst part of your experience? The worst part of my experience was the first few days when you have the handicap of not being able to speak the

language perfectly and not knowing the city which makes finding a good place to live a bit complicated. What were your expectations? Did you fulfil them? For me it was a personal challenge as I studied in my home town, so I wanted to try the experience of living away from home. I also hoped to come back having passed all of my subjects, and I achieved this. So I fulfilled all of my expectations. What was your favourite corner of the city? My favourite corner of the city is the Piazza della Rotonda, which is just in front of the Pantheon and the Piazza di Spagna. I liked to sit there and watch people go by. What food would you recommend? Italian food in general is very good, but of course you have to try the pizza, pasta and carpaccio. What weekend trip would you recommend? Positano which is in the area of Sorrento or the route of the Cinque Terre, which are five small coastal villages with coloured houses, itâ&#x20AC;&#x2122;s beautiful.

The return to Spain What was it like to return? / What did you do when you returned? When you are doing the Erasmus programme you have a different life without rules or routines, so returning to a routine after a year is difficult. After I returned to Spain I did work experience for a year in the mornings and attended my university lectures in the afternoons. What did you find most difficult about returning to Spain? What was hard to give up when you returned? The independence that you have when you live away from home. Coming in and going out when you please or travelling any day of the week without having to wait for the weekend or holidays; as I said before, returning to the routine and the â&#x20AC;&#x153;rulesâ&#x20AC;?. What were your priorities when seeking your first job? For me it is important that in any job that I do, I am doing something that I enjoy and, of course, something which I can learn from and grow professionally.

Joining Gas Natural Fenosa Why did you send your CV to Gas Natural Fenosa? What channels did you use in your job search? I was working in a Spanish oil company and I found the energy resource sector and energy in general very interesting, so when I saw the offer published by Gas Natural Fenosa in Recruiting Erasmus I did not hesitate to send my CV. GNF is a large company, it is listed on the Ibex-35, it has an international presence and it offers good professional opportunities. Do you think that the Erasmus experience gave you a competitive advantage when applying for a job in this or any other company? Yes, definitely. I believe that ex-Erasmus participants are highly valued in the labour market as they have shown that they have the capacity to resolve problems on their own without faltering, and the ability to interact with others and create personal relationships. I believe that these three characteristics are fundamental in a work team.

What were your expectations before joining Gas Natural Fenosa? They were the same as those that I had before I started my first job: doing something that I enjoyed, something that I could learn from an enable me to continue growing.

Career and Training in Gas Natural Fenosa What does your job entail? During the first half of the week my work is mainly focused on reporting on the data of the activity from the previous week. During the rest of the week I spend more time working on the projects in which I am involved. How would you describe a career in Gas Natural Fenosa? I am new to the company, I have only been here for five months, but I hope and believe that it offers an ambitious career. How do you think that an Erasmus experience can help you in being successful at Gas Natural Fenosa? I believe that the Erasmus experience is reflected in your interviews during the selection process and in your day-to-day activity. You have to be qualified but you also need those soft skills which are so important today and this experience helps you to develop them.

Recommendations

What would you recommend to someone who is doing their Erasmus right now? Simply to enjoy the experience which means making friends, going out, travelling, passing all their subjects of course and, most of all, to use the opportunity to learn languages. Although Spanish people tend to stick together, they should try to make friends from other countries or do the immersion courses offered by the participating universities. What would you advise someone who wants to work at Gas Natural Fenosa? Not only in the case of GNF, but for any company, I would advise them to learn languages and continue practising so as not to lose fluency. I would also say that they should not renounce applying because they believe that it is impossible to enter these large companies. They have nothing to lose. To what kind of people would you recommend Gas Natural Fenosa as a place to work? I would recommend it to anyone who is enthusiastic and eager to learn because in the energy sector you learn something new every day.

MarĂa 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

The Erasmus + Programme as an opportunity

rom the beginning of January 2014, the Erasmus + Programme, with its strengths and a few weaknesses, and with the new opportunities that it offers, has formed part of and significantly determined the international relations of the University of Salamanca (according to the most recent available data this university ranks twelfth in terms of the number of Erasmus students it receives) and other Spanish and European universities.

This EU programme, in which universities are necessary collaborators, is a key element of the Europe 2020 Strategy and of the new strategic framework for European cooperation in the field of education and training (ET 2020). The fundamental objectives of ET 2020 are to make lifelong learning and mobility a reality, to improve the quality and efficiency of education and training, to promote equity, social cohesion and active citizenship and to enhance creativity and innovation, including entrepreneurship at all levels of education and training. In addition to overcoming the economic crisis, the Europe 2020 Strategy also seeks to create the conditions in which intelligent, sustainable and inclusive growth can become a reality. Therefore investment in training is a priority for the EU in the period 2014-2020 with the objective of forming a knowledge-based society with a high degree of social cohesion. This commitment is reinforced in the priorities established by the new European Commission and the new European Parliament elected in 2014. 54

A little over two years have passed since the Erasmus + Programme was first implemented and therefore we are able to carry out an initial review of the programme so far, although until 2020, the year of its termination, we will not be able to make a more complete and in-depth assessment. As we only have data available for the year 2014, we have to be cautious when drawing definitive conclusions with respect to how the programme is being developed. But we are able to confirm that this programme has opened a new window of opportunities for university students to obtain a level of internationalisation in accordance with the demands of European society and the higher education of the twenty-first century. The first piece of good news is that in 2014, around two billion euros were allocated to this programme, of which 1.2 were aimed at mobility actions. This is the highest amount that has ever been assigned to this concept and will probably increase in 2015. The same has occurred with the number of beneficiaries; students, teachers and

the participating organisations. The programme has benefitted 650,000 people (if we include the young people studying abroad, those carrying out work experience or enjoying a brief exchange programme and teaching staff, administration and service personnel). Up to 70,000 organisations (universities, secondary educational centres, companies, etc) have been involved and 18,000 projects have been initiated. The mobility of students has also increased, including those undertaking work experience, with a total of 272,000 students (Spain is ranked in first position with 37,235 followed closely by France and Germany), exceeding the 267,000 of the previous year. In total, there have been 3.3 million students who have benefitted from the programme since the academic year 1987-88 of which the majority continue to be women (63%). Another very positive aspect is the increasing presence of Erasmus students in university masters courses (29%). A second piece of good news is that there is recent evidence indicating positive aspects related to the labour market derived from the fact that graduates have enjoyed an Erasmus mobility experience (see for example: The Erasmus Impact Study, Regional Analysis,

2016) which reinforces the political momentum aimed at increasing international mobility. The above-mentioned study reveals that for participants in the Erasmus + Programme the risk of becoming long-term unemployed is reduced by 50% one year after having graduated compared to non-Erasmus students. Participation in the programme significantly diminishes the risk of being unemployed five years after having graduated and considerably increases the entrepreneurial spirit and the probability of finding work thanks to the contact networks derived from the Erasmus experience. We should also add that more than 90% of employers value in a highly positive way the skills that are enhanced after having participated in the Erasmus mobility programme, such as the capacity to resolve problems, adaptability, self-confidence, curiosity, a command of languages, etc. In short, if we take into account the greater availability of European resources, at least until 2020, the Erasmus + Programme and its beneficial effects on the employability of our students, offers a new opportunity for universities to reinforce the connection between training in lecture halls and the world and the labour market. 55

Introducing HEINEKEN España, a great place to work: We are one of the leading companies of the Spanish beer market. With a long heritage and tradition in brewing, Heineken has a history of more than 110 years in Spain where it has four breweries.

We are also the leaders in brewing innovation in Spain. 8.1% of our turnover in the food distribution business corresponds to the new launches carried out over the last three years including new products such as the Radler range or brewing experiences, such as THE SUB®.

Our mission is to delight our consumers with our brands, helping to bring people together and enjoy themselves. We have the most expensive brand portfolio in the Spanish market with more than 45 international and local varieties. Heineken®, Cruzcampo®, Amstel®, Buckler 0,0® and specialty beers such as Guinness®, Desperados®, Sol®, Affligem®, or Paulaner® are some of our brands.

We are highly committed to our society and the environment and we promote the responsible consumption of our products. We promote and support young and entrepreneurial talent.

We belong to the most international beer group in the world. A family company with more than 150 years of history which currently has 165 breweries in more than 70 countries, 81,000 employees and a portfolio of 250 brands around the world.

What opportunities exist in Heineken España for... ...STUDENTS? Paid work experience programmes consisting of part-time work for six months in one of the company’s divisions.

RECENT GRADUATES? Paid work experience programmes consisting of full-time work for one year with additional training in the form of an online Master degree in FMCG.

GRADUATE WITH 2-3 YEARS OF EXPERIENCE? Trainee Programme: Two years of professional development through different assignments in a division of the company with the objective of accessing a position of greater responsibility in the future.

GRADUATE WITH A SALES VOCATION? Iron Sales Programme: training programme for talented young people who are interested in developing their professional career in sales. Join the HEINEKEN challenge!

#Talentage: A different experience What would you do if you had the opportunity of forming part of a young talent network and given a different type of training more focused on the corporate world? And if you were also given the chance of beginning your career in HEINEKEN España? #Talentage is a training experience which the Fundación Cruzcampo established in 2013 to promote and support Talent from the South. So far there have been two editions. For each edition, thirty university students from Andalusia are selected out of more than a thousand applicants. For three days they take part in an intense, unique and exclusive training experience led by the prestigious faculty staff of ESIC Business and Marketing School. Of the thirty selected, the three most outstanding participants obtain a six-months training scholarship. In the last edition, the level was so high that HEINEKEN increased the number of scholarships and introduced the possibility of signing a work contract. More than just a simple training programme, #TalentAge represents a genuine life experience in which University students live together for three days and have the opportunity of accessing the best training tools and programmes. Keep informed about the next call for applications! 58

Talk given by Eva Mª Castro Fernández Reinoso, Activation Manager in the Hospitality Division, “recruiter” of young talent for HEINEKEN España. How do you see the young people who are entering the workforce of HEINEKEN España? The young people who have been entering our company recently are highly qualified in academic terms, they are highly motivated and are keen to start their professional career from the bottom up. These characteristics mean that both they and the company are setting the standards high for the future. How do they approach the beginning of their professional career in a company like this one? They all embark on a highly competitive and demanding trajectory and are aware of the huge opportunity that they have been given. They value the international nature of our company and its size. Our commitment to development and innovation are also factors that motivate them in their professional development. What expectations do they have? Generally speaking, they all have high expectations for their professional development although they are aware that this progress can only be achieved by beginning from the base. As the majority of them have very little professional experience or none at all, they will start to discover the different divisions where their profiles and aptitudes will best develop.

Some take the next step within the company very quickly. How do they experience this, and how do you experience this? After two years, or even less, they see that they are able to take a step forward in their professional career and focus on the area that they wish to develop and this is very satisfying for them. You encounter professionals and people who are extremely motivated. This is reflected in their daily work and in many cases this is contagious and is passed on to the other members of the team in which they participate. For their managers, these young people represent a challenge and they even have to make changes in the way that they manage them as they belong to a different generation that is highly dynamic and demanding. For me, each person in my team who progresses further in our company is a success. In a short space of time they change a lot both professionally and personally. They have great potential and when we start working with them they quickly start the process of professional growth.

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 â&#x20AC;&#x201C; notions shared by all who work for the team.

We are 142,000 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.

Pablo Escribá BUYER AT ZARA (INDITEX)

ERASMUS COUNTRY: Ireland (Dublin) ERASMUS EXPERIENCE: very positive, the best I had at the University. It allows you to study in a different city, and meet so many people! I had the chance to improve my English, learnt about teamwork and become more self-organized. THE BEST THING: Dublin, and all the friends I met there. Also the chance to study at a good Universitiy too. YOUR EXPECTATIONS: I expected to live an experience valid not only on an academic level, but also for my private life. After making all these efforts, I expected to be rewarded with a better professional future. WHAT WERE YOUR EXPECTATIONS BEFORE ENTERING INDITEX? Inditex is one of the best companies to develop your career, and I sent my CV because to become part of it is an opportunity you can´t miss! HOW HAS YOUR ERASMUS EXPERIENCE HELPED YOU TO BE SUCCESSFUL IN INDITEX? It has allowed me to easyly communicate with all my colleagues, and also to face all problems as if they were new opportunities. I would recommend anyone who join Inditex to be themselves, fearless, and enjoy each moment they stay at this company.

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 and ideas and share them. We are a team. We are self-demanding and are always looking for humble, even simple innovation. Here, we are all important.

At MSD we have a clear mission:

to extend and improve peopleâ&#x20AC;&#x2122;s lives

Worldwide

MSD is one of the biggest biopharmaceutical companies worldwide. It is a leader in the production and marketing of pharmaceuticals, vaccines, biologic therapies, and animal health products. MSD is a tradename of Merck & Co., Inc., with headquarters in Kenilworth, N.J., U.S.A. MSD is an innovative company, our mission is to discover, develop and deliver products and services that save and improve lives. Our aspiration is to ensure that everyone can benefit from our products and services and can access them through innovative solutions. We have been operating on a global level since 1891 and in 2016 we are celebrating our 125 anniversary. Today, we operate in over 140 countries and we have approximately 68,000 professionals.

In Spain

Our origins in Spain began in 1968. We currently have a team of over 1,200 professionals, of which over 50% are women, reflecting our commitment to diversity and equal opportunity. In Spain, we are in 4th place in Human Health and in 1st place in Animal Health from pharmaceutical companies in sales and market share.

1. THE OPPORTUNITY TO WORK IN A LARGE COMPANY: INDUSTRY LEADER AND RENOWNED AMONG PATIENTS AND CLIENTS A global company which operates in more than 140 countries. We are a company that is committed to its clients and employees, its environment and the societies which it serves. We are an ethical, caring and solid company with a forward-looking spirit. What we do matters, how we act matters. 2. ACCESS TO GREAT PROFESSIONAL OPPORTUNITIES AND THE CHANCE TO ENHANCE YOUR CONTINUING DEVELOPMENT MSD is a synonym for professional growth which offers many real opportunities: international career, multifunctional development and a wide range of resources and tools with which to create an environment that will help our people reach their full potential. There is a multidisciplinary environment at MSD which covers all areas of the business, from Marketing and Sales to Human Resources or Finance.

3. THE OPPORTUNITY TO FORM PART OF A COMPANY COMMITTED TO INNOVATION Our aspiration and mission is to save lives and improve the quality of life of our patients. This implies a clear commitment to innovation, allocating resources to research and implementing state-of-the-art processes and technology.

WHAT DO WE OFFER?

4. THE OPPORTUNITY TO JOIN A TEAM THAT IS COMMITTED TO PEOPLE, THE ENVIRONMENT AND SOCIETY At MSD we unconditionally respect our employees. We value their diverse contributions throughout the world and we are committed to the creation of a flexible, open, inclusive and respectful workplace. Our company is known for fostering a diverse and flexible working environment both on a national and international level.

WE ARE COMMITTED TO YOUR DEVELOPMENT: In our company we require our professionals to be trained to a very high level. This is due to the technical characteristics of our products, the large scale of the research and development projects and our innovative production systems that must meet the highest quality and safety standards. Therefore, we focus on ensuring skills and talent both in the present and in the future. Many of the programs that we run have arisen from the obsession to attract, develop, commit to and retain the best talent. MSD offers its employees a series of global development programs for professional growth and to help them develop their career in the company:

Global GMAP (General Management Acceleration Program) Sponsored by the CEO, the GMAP program helps develop our companyâ&#x20AC;&#x2122;s highest potential talent by providing experience working across countries, divisions and functions. Each GMAP participant also has the opportunity to increase their business and financial acumen and develop critical strategic thinking abilities through targeted learning opportunities and networking with key leaders at MSD. Global Commercial Development Program Provides Early Talent in Human Health division the opportunity to participate in a U.S. based assignment in Global Marketing. EUCAN Early Talent Program Sponsored by the Europe & Canada President, this is a 24 month program focused on accelerated development of high potential employees through assignments across countries, divisions and functions, accelerated learning and specific coaching and mentoring.

YOU ARE THE FUTURE OF MSD:

Learn about our Internship Talent Program and become part of our future:

At MSD, we know that our success depends on the integrity, knowledge and skills of our team and its innovative spirit to discover, develop and demonstrate the value of medicines that save lives and improve the quality of life of our patients. This is why we seek the best talent.

The internship program that we offer is aimed at students in the last year of their degree or master’s or professionals with a maximum of two years of experience who have a command of English, international experience and national and international geographical mobility.

Our qualities

Description of the program:

At MSD, we strive to incorporate people who… > Are focused on our clients and patients > Make fast decisions and are disciplined > Act with confidence and frankness > Build talent > Exhibit high ethical standards and integrity > Are results-oriented > Foster collaboration

What are we looking for? > University education. > Master’s degree or MBA depending on the vacancy. > Command of English.

What do we particularly value? > International profiles. At MSD we are committed to global talent and therefore seek professionals who: o Have participated in an Erasmus program or who have had a similar international experience. o Have national and international geographical mobility.

> This program offers the opportunity to join MSD after 12 months learning from highly professional Marketing Managers. You start as Marketing trainee and will continue your professional development first in Sales and later in Marketing or other business areas. > Individualized development plan, with a mentor who will ensure that you are receiving a real learning experience. > Participation in important projects in which your day-to-day work is reflected.

Our promise to improve the wellbeing of people is a promise for life. Join our team and contribute to making this a reality: If you are also passionate about forming part of this solid project in which we will help to create a healthier world, we invite you to learn more about us through our profile on the Recruiting Erasmus platform and our own corporate website: Enter QR code to take you to the MSD site.

30 yEARS DEDICATED TO THE PROGRESS OF EVERyOnE On 29th January 1985, Red ElĂŠctrica de EspaĂąa was born - the first company in the world exclusively engaged in electricity system operation and transport. It started with a team of 93 people and a high-voltage electricity line that was 10,500 km long. Today, 30 years later, the team has grown to 1,700 people and the network stretches to more than 42,000 km. Since its creation, the company has had a clear objective: to guarantee the safe and continuous supply of electricity at all times throughout Spain, and to develop a reliable transport network to support social progress. To offer a safe, efficient and, most of all, sustainable supply of electricity.

THE PEOPLE Each day, more than 1,700 people fulfil their commitment to more than 45 million citizens in Spain: to ensure that they are supplied with electricity whenever they need it. This service-minded spirit is reinforced with collaborative projects and actions that contribute to the sustainable development of the regions in which Red Eléctrica operates through social, cultural, environmental or training initiatives aimed at improving social wellbeing and progress. The management of people is a vital element. People drive the changes in order to overcome challenges and evolve in an uncertain environment. To do this we need to adapt to the new reality which requires a people management that develops our capacity to adapt, transform and innovate. The business strategy of Red Eléctrica (REE) contemplates people as being essential to fulfil the proposed objectives. Knowledge is the key in order to maintain competitiveness and talent management is a strategic priority in our company. Therefore, investing in the talent of our professionals enables us to develop new projects and will give us the capacity to continue growing. In order to do this, we have developed a Global Model of Talent Management aligned with the company strategy. This model, which has a systematic focus and in which all the processes are interdependent, homogenises all of the training, development and knowledge management systems and strives for excellence in its processes in order to maintain the company’s leadership position in Spain and abroad. In order to develop the model, first we have defined what “Talent” is in REE and who manages it; which elements or processes exist to manage talent and the learning strategy that the company has defined to homogenise the different programmes and which can be used as a base for any training methodology used in the future. What is Talent? For REE, Talent is the combination of Knowledge, Skill and Attitude, which, when joined with Action, lead to outstanding performance and sufficient potential to meet the objectives sought by the company.

What elements exist to manage Talent? Talent Management comprises a set of processes designed to incorporate new valuable employees into the company and to develop and retain the human capital already existing within it. Talent management includes, therefore, the employment process (recruitment, selection and internal mobility), training (technical and skills), development (programmes for professional growth) and performance assessment and other measurement processes enabling realignment by promoting continuous improvement. Furthermore, Knowledge Management and the Leadership are Model contemplated as fundamental elements of Talent Management which facilitate the transmission of key knowledge in the company and promote the involvement of the leader to generate an increased commitment and development of the people who form part of our organisation. In order to guarantee the success and development of the professionals of the Red ElĂŠctrica team, the Training and Development programmes are grouped into four blocks: 1. Technical Training 2. Competency Development 3. Corporate Training 4. Programmes for specific groups Within the programmes for specific groups, we can highlight the programmes for recently-employed people, supporting them from the first day to ensure their satisfactory integration into the company.

We can also highlight the commitment to the practical training of recent graduates through the Programmes that REE promotes. These programmes are directed at facilitating the access to the labour market of newly qualified professionals and their future incorporation into the corporate world. The programmes, which are launched each year, are carried out through educational cooperation agreements through the following programmes: > PracTica+ Programme: aimed at recent graduates. > PracTica Programme: aimed at students in their final years of training. > Programmes to support student with their final projects. The people who participate in these programmes receive practical training in the company which enables REE to use the practical training programmes as an effective source of recruitment for future selection processes.

Santander a Group in which to grow ,

Santander is a leading bank made up of over 193,000 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 sectorâ&#x20AC;&#x2122;s top professionals.

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Our aims to be the best retail and commercial bank that earns the lasting loyalty of our people, customers, shareholders and communities

People

193,863

employers

Customers

121

million

Shareholders

3,6

85%

of employees perceive Banco Santander as Simple, Personal and Fair

82%

{

of employees are proud to work at Banco Santander

13.8 (+10%)

16.6 (+17%)

million loyal customers

million digital customers

Business growth

10.05%

+6% loans

fully loaded CETI ratio

Business growth

+7% customer funds

+79%

cash dividend per share

million

Communities

1.2

million people helped

35,349

1,229

acholarships granted

agreements with universities and academic institutions in 21 countries

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.

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.

Everyone counts:

Santander is a supportive company that recognises and respects individual differences and contributions, and truly values teamwork.

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.

Santander offers a great number of professional

opportunities in order to boost peopleâ&#x20AC;&#x2122;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 â&#x20AC;&#x153;Santander Ideasâ&#x20AC;?.

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 7,63 million hours to training its employees.

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.

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.

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.

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

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.

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

Segundo Píriz Durán President of Crue Universidades Españolas Rector of the University of Extremadura.

University studies and mobility, the key to finding employment

The data reveal that having a university education and having participated in the Erasmus programme improves employment opportunities and the quality of jobs found”. Spanish universities are absolutely convinced of both the importance of mobility programmes, on a national and international level, for the personal and professional development of students and of the positive impact that this has on the development of countries. On 26th January, coinciding with the official presentation of the European Office Crue-CRUP which has been established by Crue Universidades Españolas and the Council of Portuguese University Rectors (CRUP), we learnt at first hand the results of the first edition of the Erasmus + programme. According to the data, Spain is still the country which receives the most Erasmus students and sends the most students to other countries in the European Union. However, the total number of Spanish students who participated in the Erasmus programme abroad fell by 5% in 2014 compared with 2013. In a meeting held on the 26th January with the General State Secretary of Education and Professional Training for the Education and Culture Ministry, Mr. Macial Marín, Crue Universidades Españolas informed him of our desire for our students to be able to enjoy more and better Erasmus grants, so as to reach the levels of previous years. We believe that it is essential that everyone who wants and can enjoy an international experience is able to, irrespective of their economic resources, as we believe that it is the best way to build a strong Europe; because it is essential for the internationalisation of our university 80

system and because it is a fundamental element for the employability of our students. According to the report issued by the European Commission, 41% of Spanish Erasmus students received a job offer after participating in a work experience programme abroad. Furthermore, the Erasmus students from the southern European countries have half the probability of ending up in long term unemployment compared to those students who have not participated in the programme. Data from the INE (Spanish National Statistics Institute) reveals that having a university education significantly increases the probability of finding employment. Furthermore, the salary of University graduates is 90% higher than that of those with a secondary education diploma. Therefore, having a university degree provides greater employment opportunities with jobs of a substantially higher quality. This data, and the firm conviction of the importance of acquiring a university education and mobility, is what drives Crue Universidades Españolas to actively participate in projects such as Recruiting Erasmus, which helps to put students who are enjoying or who have finished their Erasmus period into contact with large companies seeking young talent to incorporate into their businesses. The employment of our young people is one of the greatest challenges faced by Spanish universities and we will continue working on this and other projects to help to improve their employability and, in turn, the future of Spain as a whole.

A recognized initiative…

XVII EDICIÓN PREMIOS

Capital Humano A LA GESTIÓN DE RECURSOS HUMANOS

PROJECT PARTNERS

PROJECT LEADER

WITh ThE INSTITUTIONAL SUPPORT Of

WITh ThE COLLAbORATION Of