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EUROPE
PORTUGAL
EGF WITH NEW
MANAGEMENT MODEL
INNOVATING AND GIVING INTERNAL OPPORTUNITIES HAS BEEN THE MOTTO OF EGF’S MANAGEMENT.
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S hifting paradigm, innovating in the approach and providing
internal opportunities has been the motto of EGF’s management, which,
among many decisions, implemented
a few important initiatives, of which stand out the implementation of executive management and of technical areas shared across multiple companies; the implementation of a performance assessment system across the entire Group; the rede nition of functional organisational charts, making the frameworks more agile and e cient; the standardisation of categories; and, most important of all – operating as a Group, as a Team using joint resources and leveraging synergies.
These changes unlocked an operating model that had been in force for decades, thus promoting the growth of the companies and the development of EGF in order to empower and strengthen it to face new challenges and demands.
PERFORMANCE ASSESSMENT
APPRECIATION OF MERIT
AND GOAL‐BASED EVALUATION Following the pilot process, in 2017,
of the implementation of the Corporate Performance Management Model in Amarsul and in Valorsul, the expansion of the model to the entire universe of EGF’s Concessionaires and Employees began in February 2018.
This initiative seeks to stimulate a culture of performance and continuous improvement, to strengthen the feedback and monitoring mechanisms between Managers/Employees and to promote the recognition of merit.
There already is an ongoing training
and quali cation programme targeting around 1500 workers that includes widespread access to an institutional email and to the Group’s HR platform. This project, with the direct involvement of the HR corporate area and of the local structures, enables EGF’s employees to be integrated in a human development and empowerment initiative, as well as to increase their training and quali cations.


































































































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