Annual Report 2012 - Ono

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ONO’s Responsibility Commitment to stakeholders | Employees - Recruitment 2.0 is mainly based on social networks such as: • LinkedIn, where a Company profile has been created, on which information is published, comments made, articles of interest shared, and major events debated. The profile also includes job offers and gives access to the BBDD of LinkedIn, using the professional tool LinkedIn Recruiter. At the end of 2012, there were 2,345 contacts and 5,555 followers. • Twitter, where an ONO Employment profile has been created and which will serve to broadcast shared content on LinkedIn, but in a more flexible, dynamic and faster way. 2. The development of the Cantera ONO programme, which aims to develop and train Young Talents who aim to start their career at the Company and become future high value employees, born and bred at ONO. The main areas where the Company incorporates these Young Talents and encourages them to develop their professional abilities include IT and Telecoms Engineering, Advertising and Public Relations, Audiovisual Communications and Marketing. The programme includes two types of profiles: - Trainees, who have completed their university studies and who carry out at ONO various tasks, as part of an obligatory rotation at the departments where they are allocated, as well as being able to access a training programme at the Francisco de Vitoria University. - Interns, students who have not yet finished university and want practical experience in a private sector company, to complete their training and in the future form part of a major company such as ONO. The duration of contracts for trainees is one year, while for interns the duration is that stipulated by the University. In addition, the programme is completed by an internal training programme, not only for trainees and interns but also for the “ONO young people collective”, which comprises of employees who are under 30, have been at the Company for less than 2 years and have a profile that coincides with the corporate values. Currently, ONO has a reliable source of people who not only have excellent academic training but also have received complementary training about values and the Company’s attitudes and culture, which means that they are of high value for the Company. This sort of project has proven to be one of the best ways of joining the labour market. 2. Internal Selection ONO is very concerned to support the development of its people. It considers internal promotion as the first option before starting an external selection process. A selection process that is free and open to all employees and guarantees that everyone gets an opportunity. ONO has an internal tool that publishes vacancies and is available to all employees, helping its internal selection processes. As well as publishing these offers, ONO also tries to be in the best position before publishing a vacancy, by analysing the competencies, experience, knowhow attitudes and expectations of its employees. This enables ONO to propose internal candidates for positions, which helps create closer relations with employees and ensures that in the organisation the right people are in the right positions. ONO in 2012 Who is ONO? What does ONO do? ONO’s Responsibility Corporate Responsibility Focus Commitment to stakeholders: 1. Shareholders and Investors 2. Customers 3. Employees 4. Suppliers 5. Media 6. Society Financial analysis Corporate Governance Report The Figures Annexes Contact Information Print Report The Figures 80
ONO’s Responsibility Commitment to stakeholders | Employees Training and Development The people in a company are its greatest asset, and for ONO training is an essential part of its strategy: a commitment to the professional development of employees is a commitment to the success of the Company. Despite difficult economic conditions in Spain, ONO has continued to invest in training, as a way of guaranteeing service excellence. In 2012, the Company provided 61,513 hours of training. Training and education indicators 2011 2012 Number of employees trained 2,132 2,147 Employees in training (%) 71 75 Employee training hours 87,425 61,513 Employee on-line training hours 38,627 21,962 Hours per employee 29 21 Outside training (%) 85 79 Inside training (%) 15 21 Employees receiving performance review (%) 100 100 Investment in training (thousand of euros) 1,218 989 Investment per employee (euros) 403 346 Investment per employee in on-line training (euros) 177 123 ONO in 2012 Who is ONO? What does ONO do? ONO’s Responsibility Corporate Responsibility Focus Commitment to stakeholders: 1. Shareholders and Investors 2. Customers 3. Employees 4. Suppliers 5. Media 6. Society Breakdown of training by categories (hours) 10% 17% Breakdown of training by categories (euros) 24% Financial analysis Corporate Governance Report The Figures Annexes 73% 62% 14% Contact Information Manager Coordinator Technician Manager Coordinator Technician Note: Managers include Managers and Directors. Print Report The Figures 81
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