Employment

CAPSA IS AN EXEMPLARY EMPLOYER

The fourth area of CAPSA’s CSR strategy is to continue being an exemplary employer. Actions have therefore been developed in different areas to improve employees’ quality of life.

For another year running, CAPSA has been recognised by the Top Employers Institute as one of the best companies to work for, having the highest standards in what the company offers to employees. Exhaustively analysing the organisation’s human resources policies.

Employee professional and personal development is essential and CAPSA continues to reinforce its STRATEGY IN THIS AREA:

Talent

EMPLOYABILITY

  • Recruitment: through conventional media and interactive media (employment portals and social networks). It also has a presence in Employment Forums.
  • CAPSA promotes the insertion of young people into the labour market through collaboration agreements and scholarship and apprentice programmes with different entities, providing opportunities for 110 people in 2017. Off all scholarships, 20% are transformed into a contract.
  • CAPSA collaborates with stakeholders that work with people on active job search, offering employment orientation sessions.
  • It continues as a signatory of the AECOC Employability Pact for promoting youth employment within the framework of the Mass Consumption sector.
  • CAPSA is part of the Network of Companies with a Commitment from the Catalonia Employment Service, participating in actions to promote the employability of people through joint collaboration in selection processes, lectures on employability and performance aspects, and organising open days in its facilities.
    The company has processed around 2000 enquiries related to employability through its website and the CAPSA Employment portal, through which it received more than 3,000 CVs in 2017.

SELECTION

CAPSA contributes to create the best professional team by hiring and promoting the people with the best fit or who have the highest potential to occupy a position.

  • In 2017, there were 80 selection processes, increasing the number of processes by 21% to cover vacancies with respect to the previous year.
  • External selection increased by 43% (from 47 in 2016, to 67 in 2017).
  • Up to 13 people were promoted in 2017 through internal promotion processes.
  • CAPSA’s processes provide value, this is what employees recognise; they valued the quality of the company’s processes with 4.13 out of 5 in a satisfaction survey.
  • CAPSA’s induction process has been reviewed with the aim of:
    • Helping people in the process of integrating into the organisation.
    • Explaining the company’s background, operations and culture.
    • Reducing the time needed to reach the required level of autonomy.
    • Promoting interpersonal relationships and internal motivation.

How? By introducing new technologies and internal social networks, providing access to corporate information prior to the start date and designating mentors and colleagues to help people to integrate during the first months, among other actions.

DEVELOPMENT

CAPSA continues to identify, evaluate and enhance employee talent with the participation of their managers to achieve the best fit to the position and improve performance.

  • Within the framework of the EFQM excellence management model, CAPSA has aligned its talent model with the business strategy, setting ambitious indicators and objectives that contribute to achieving the company’s profits in a 2020 strategic plan.
  • There are three main focus areas: performance, results and commitment. Each of these areas are aligned with processes, objectives, indicators, monitoring and action plans. Thus, processes such as performance evaluation and satisfaction surveys are essential when collecting quantitative and qualitative information to implement individual development plans or for cross-cutting projects that contribute to continuous improvement.
  • The objective is to consolidate the comprehensive management model for people to achieve high levels of performance and commitment.

WE TRAIN OUR EMPLOYEES

CAPSA FOOD prepares an annual training plan, involving management participation and the social aspect, with the objective that employees have the knowledge and skills they need to correctly perform their job. Other training actions are also included in the plan in order to encourage the highest level of professional and personal development.

CAPSA FOOD training actions are classified as:

  • Institutional Training: policies, procedures, etc. as well as the Welcome Plans in which those who have just joined the company participate.
  • Technical training: training on machines, tools and specific aspects of the areas where employees work. Of particular importance is the training provided in the field of food safety (good practices in food safety, HACCP, BRC and IFS, etc.), as well as training on Occupational Hazard Prevention (preventive measures, emergency drills, fire extinguishing, DESA equipment, etc.).
  • Training on skills: with the aim of developing the corporate skills that are part of CAPSA’s competence model. Leadership programmes, with which the Leadership Model and Leadership Decalogue are deployed, guiding CAPSA towards efficient leadership.

WORKPLACE CLIMATE

HEALTH AND WELLBEING

CAPSA is the first company in the Spanish dairy sector to obtain certification as a Healthy Company. Since 2014, the AENOR Conform seal has certified that CAPSA has a healthy environment, which emphasises work and family life balance, equality and improving healthy habits related to food and physical activity inside and outside of the company.

The following actions were carried out in relation to this area in 2016:

salud-bienestar-capsa

 

Throughout 2017, work continued on developing the different activities linked to the four aspects of the Healthy Company Management model:

  • Health Resources: Health promotion programmes such as smoking cessation, glaucoma prevention, vaccination campaigns and the Nutrition Programme “Take care of your health by learning how to eat well” among others.
  • Physical work environment: Measures were adopted to improve the conditions associated with physical agents (particulate matter, thermo-hygrometric conditions) and to improve ergonomics in production processes.
  • Psychological environment: Through the developing the CAPSA LIFE tool for promoting sports habits and healthy living.
  • The company participates in the community: With blood donation campaigns and charity collection campaigns: caps, mobile phones and books, among others.

CAPSA LIFE

Another important milestone in health promotion this year was CAPSA’s participation in the “Fifty-fifty” programme to promote healthy habits in the workplace. This programme is an initiative of the SHE Foundation (Science, Health and Education), promoted by Dr Valentín Fuster and the Spanish Consumption, Food Security and Nutrition Agency (AECOSAN).

With the aim of continuing to work in the area of health and well-being, CAPSA continues to encourage employee participation in CAPSA LIFE, a corporate platform that offers content related to sports and leisure, healthy eating, emotional wellness, sports and healthy events.

HEALTH AND SAFETY AT WORK

CAPSA has a Joint Prevention Service that addresses workplace safety, hygiene, ergonomics and applied  psychosociology.

Throughout 2016, work continued on implementing the “Zero Accident Target” safety programme in the different work centres based on enhancing visibility and managers’ and workers’ participation in preventive matters.

 

Progress has also been made on improving processes in the Occupational Hazard Prevention Management System based on the OHSAS 18001 model. The foundations were laid this year to migrate the system to the new ISO 45001 standard and implement it in all of the company’s centres by 2020.

OHP management is fully integrated with the help of the Prevention Computer Application (AIP) and managers have been trained to use it to achieve effective OHP integration. This computer application enables effective management of the different aspects of prevention.

COMMITMENT TO EQUALITY AND WORK LIFE BALANCE

CAPSA has been a Family Responsible Company since 2009, when it implemented the EFR model and obtained AENOR certification.

It promotes a work environment that enables equal opportunities and balance in people’s professional and personal lives.

CAPSA is currently in its third renewal cycle, in the B+ company category, and among the TOP EFR 25 certified companies.

It has an extensive catalogue of measures, some applicable to the entire organisation and others specific to work centres or groups.

Work has continued on ‘School Free Days’, in which more than 100 children participated in the different editions held in different work centres in 2017, fostering work and family life balance, promoting a healthy diet and linking employees’ children to the brand and pride of belonging.

INTERNAL COMMUNICATION

It is essential that employees are informed so that they can correctly carry out their jobs and develop professionally and personally.

Different communication channels are employed to communicate strategy, corporate culture, values, product knowledge, knowledge about the company, etc., encouraging participation and enthusiasm to be the best.

Communication is promoted through: formal meetings, internal digital bulletin, information boards and digital screens in all centres, employee portal and corporate television, as well as actions and specific communication campaigns.

EMPLOYEE SOCIAL RESPONSIBILITY

Blood donation campaigns: In 2017, 108 employees participated in the blood donation day. Your support has helped to contribute to this important social work that is channelled through the blood and tissue community centre.

Caps for a life: CAPSA has helped to improve the quality of life of children with serious illnesses and scarce resources. In collaboration with the SEUR Foundation, this campaign was started years ago. In 2017, 3180 kilograms were donated, which went to the Isan Campaign, helping to provide access to rehabilitation therapies.

Almost 1000 more kilograms of caps were also collected, this time donated to the Friends of Galicia Association.

Support to children and families to meet basic food needs, donating almost 14,000 kilolitres of product to the No Child Without Dinner NGO.

Charity Books: in 2017, a new initiative was launched for Book Day, which entailed collecting books in all work centres and whose target entities were: Friends of Galicia in the Lugo and Villagarcía centres, library for homeless people in the Cana Mata centre (Oviedo), Living Book Project in the Park of Life (Asturias).

The charity: disused mobile collection campaign, in collaboration with AEMPI, the Association for People with Mitochondrial Disease. The funds raised go to research into mitochondrial disease.