Talent Attraction, Development and Retention
The Group is aware of the challenges in modern job markets, where digital transformation is accelerated. In 2020, and given the restrictions imposed because of the Covid-19 pandemic, we focused our efforts on adapting our recruitment and onboarding (induction and integration) processes.
How we attract talent
Attracting talent is essential for the Group given the turnover rate in the food distribution sector and the need to ensure that all leadership positions, both in operations and at central offices, are filled.
Our Global Onboarding Policy, created in 2019, is an important tool for aligning the integration process of new employees and for the capacity-building of employees who take on new roles. This policy reinforces the nature of diversity, inclusion and non-discrimination practices already implemented in the Group.
LinkedIn and the Jerónimo Martins Young Talent showcase page targeting university goers, are an integral part of our attraction strategy.
We have also partnered with hospitality and tourism schools to recruit talent for our central kitchens and Pingo Doce restaurants.
In 2020, the practices followed by our Companies resulted in several awards.
- Jerónimo Martins was named “Portugal’s Most Attractive Employer”, in the retail category, in a survey conducted by employer branding firm Universum that included the participation of more than 11,000 students (aged between 18 and 30 years old) from 35 universities;
- Pingo Doce was awarded the prize for the “Biggest Contribution to Employment” in Portugal by Exame magazine, in partnership with Informa D&B and Deloitte;
- Biedronka was named “Solid Employer of the Year” for the second year in a row by Pro-Media magazine;
- Biedronka was considered a “Friendly Workplace 2020” and “Premium Employer Brand” by magazine MarkaPracodawcy.pl;
- Hebe received the “Employer Branding Excellence 2020” award in the “Employer Branding Strategy up to PLN 100,000” category from the HRM Institute (Human Resource Management Institute).
The youth talent programmes are particularly of note in our attraction strategy.
The Management Trainee Programme, running for more than 30 years, is the Group’s main talent programme to attract young adults, offering a career in Food Distribution and the chance to acquire skills and knowledge through a unique combining of real work experience and a personalised training programme.
In Colombia, SENA – Servicio Nacional de Aprendizaje (National Training Service) stipulated an allotment of traineeships to help foster skills development and employment opportunities for students. More than 1,300 applications were submitted to the programme in 2020.
In Portugal, we also work with the University of Aveiro, financially supporting the Bachelor’s and Master’s degree courses in Business Management of the Águeda School of Technology and Management (ESTGA) by awarding scholarships and internships.
As a result of the pandemic, we created the Retail Drive In, a new traineeship programme in Portugal for young graduates.
In Poland, the focus was on Post Management Trainees under the Let’s Go programme, created to design tailored personal and professional development plans in a joint collaboration between the employee and the Human Resources teams. A new onboarding model was also designed, the “Buddy” programme, to help new employees in their integration in the Company.
The Group gives special consideration to supporting the most vulnerable groups of society, providing job opportunities to disadvantaged people and promoting the inclusion of people with disabilities, migrants and refugees, and those who are socially vulnerable.
The Incluir (Include) programme, developed in partnership with various institutions specialising in social inclusion, has already created 477 job opportunities that resulted in 227 hires (129 after on-the-job training and 98 direct hires).
How We Develop Our Talent
Investing in the development of our people means investing in continuous training, in mobility between local or international companies, and in well-defined compensation policies that reward the performance of each employee to ensure individual growth and talent retention.
In order to ensure a sustainable pace of growth, we invest in the continuous training of our people, regardless of their role or the country where they work.