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PEOPLE
SINERGIA 44
employee performance, is a boost to
communication between employees
and line management, in addition to
reflecting on strong points and areas of
development for employees in the sense
of promoting a philosophy of continuous
improvement.
The corporate performance management
model
has
been
implemented
throughout Mota-Engil Group, MESP,
Mota-Engil Central Europe and more
recently at Tertir companies since
2010, as a way of facing up to these
challenges.
At the moment the model is at an early
stage of implementation at Indaqua in
response to the challenges faced by the
area of human capital management in
this sector of business.
PERFORMANCE
MANAGEMENT AT
MOTA-ENGIL GROUP
Interview with the Chairman of the
Board of Directors of Indaqua,
Pedro Montalvão
The corporate performance management
Model (MCGD) is an integral part of the
Project One Human resources policy and
model and seeks to respond to the various
human capital management such as “the
identification and management of talent
within the Group”, the “development of
competencies critical to the business”
and the “promotion of a culture of
meritocracy”.
In line with best practise this model
seeks to not only recognise the results
achieved (objectives), but also identify
the way in which these were reached
(competencies) and thus stimulate
performance in the medium to long-term
together with productivity.
The application of this model in group
companies, besides serving to assess
This model seeks to not
only recognise the results
achieved (Objectives), but
also identify the way in
which these were reached
(Competencies).
Pedro Montalvão, Chairman
of the Board of Directors
of Indaqua