Professional training |GRI 103-2, 103-3|
A diverse team in constant development.
We stimulate the search for experiences that transform and develop our team. Between November 6 and 10, for example, we involved our employees ─ both in-person and online ─ in a week of self-development.
In addition to addressing current, group, individual, and market issues, we focus on the future. Employees participated in activities that involved "Agile Methods," "Innovation in Agribusiness," and "Exponential Growth," and other important topics for our development.
First Development Week
2,869online and 557 in-person participants
112 hoursof development
Employees also discussed issues regarding clients. To show practical examples and expand our knowledge about the Commercial area, our professionals talked about business and processes to connect and collaborate with all areas of the market.
From field to station, we work toward a purpose that mobilizes the entire team. We believe that any contribution has value, and that together we are better. Therefore, during the week, we sought to increase synergy between the areas in order to facilitate the decision-making process.
The lectures also highlighted the importance of valuing differences and promoted forms of learning, thus strengthening the culture of a diverse and integrated team.
Another highlight of the event was the Immersive Room, which simulated real everyday situations so everyone could learn about our business in an integrated way. Among other initiatives developed in 2017/2018, the following stand out:
Raízen Generation | Aimed toward developing employees with the potential to become future supervisors and managers. For a year and a half, participants undergo in-person and online training on all areas of the business, which includes leader mentoring and developing projects to be incorporated into our activities. Approximately 46 professionals completed the program in May 2018 ─ 30% of whom have already been promoted to a leadership position (by the time this report was published).
Looking toward the future | From October 2016 to December 2017, a total of 20 young people from different areas had the opportunity to reflect on the ongoing changes in our sector and the consequent impacts on our business. There were six training modules, with mentors and internal managers that dealt with topics such as new business models, networking, co-creation, megatrends, tools and methods of deconstructing problems and building solutions, design thinking, and others. The initiative resulted in four projects on topics impacting our business.
Agricultural Culture | The course was taught in partnership with the Federal University of São Carlos (UFSCar), Júlio de Mesquita Filho Paulista State University (UNESP), and the University of São Paulo (USP) and addressed agricultural techniques for executives with the purpose of educating them in order to improve decision-making. About 18 students trained in October 2017.
Industrial Culture | Program started in March 2018 in the same way as the Agricultural Culture program.
Developing Agricultural Business | Geared toward the operational leadership of the Agricultural Business area, training develops the skills necessary for excellence in everyday practices.
Technical Training for the Agricultural and Industrial Operation | Technical training programs for cutting and loading operations, transport, and industrial maintenance, among other topics dedicated to improving knowledge, during the off-season. The actions had more than 6,700 participants in the crop year.
Agricultural Business Round | Created in 2017/2018 to engage employees in the Agricultural Business area in improving results based on established indicators. At the end of the program, which lasts 12 months, the best participants will win an international trip.
Formula IND | Also created in the crop year, this program parallels Formula Indy with the goal of maximizing the performance of the production units, with monthly awards for those with the best industrial indicators.
Integration cycle for the new units | When the Santa Cândida and Paraíso production units were acquired, training was conducted for the professionals involved in these operations to guide them on internal processes, technologies, and culture. The actions involved 1,598 employees.
Technical training of industrial supervisors | Training on techniques regarding everyday operational processes in order to increase efficiency.
In addition, employees have access to online content for developing technical and behavioral skills.
Team development is monitored by managers with the support of our Raízen People Management System (GPR - Gestão de Pessoas Raízen), which integrates all Human Resources processes.
Click here for more information on professional training. |205-2, 404-1, 404-3|