Tools to retain talents.
Delphos’ private social security scheme contemplates company help for each diploma held by a staff member.
Delphos, which has as a feature the formation of highly qualified and specialized professionals, relies on a range of innovative tools to retain talents, encourage and increase its employees’ fidelity.
One of the highlights comprises a private social security scheme created at the end of 2012, entirely differentiated from those already available in the market. This scheme comprises custom conditions to cater to company and, mainly, to its collaborators’ needs.
Company Assets
According to the company’s Commercial and Marketing director, Elisabete Prado, 216 staff are already benefiting from the scheme, for having been hired for more than six months. Another 68 will acquire this right soon.
“Our greatest asset comprises people. A service company only survives and reaches longevity if it privileges its professionals, by respecting and valuing them. A company is made of people, and this has to be treated not as an automatic mechanism, but as a vital part of its structure”, emphasizes the executive.
Scheme
The scheme is made up by the traditional company and employees’ contributions, as well as another contribution for service time. However, its interesting innovation consists of Delphos’ commitment to also contribute with an equivalent amount of 0.5% of the employee’s salary for each College, MBA, Master’s Degree, Ph.D diploma, and Special Certifications held.
Another new feature is that, when completing 65 years of age, and still working, the employee will receive a contribution proportional to his or her service time. Moreover, it was set forth that only the Delphos contribution parcel proportional to the employee’s will be released when he or she leaves the company. Conversely, the contribution for company service time and professional formation will be retained until age 65.
Scholarships
Designed with support by the ABBA insurance broker, this plan is part of a list of benefits which also includes scholarships for college (undergraduate), graduate, MBA courses and specialized and specific courses for various company areas. “Since 2001, Delphos’ college scholarship has enabled 105 persons to gain access to the college system, from which 60 have graduated. Equally expressive is the number of people who have used the benefit for graduate and MBA courses in their areas of activity”, comments Elisabete Prado.
Delphos has also qualified three Insurance Technical Certification and two Introduction to Insurance classes, taught in-Company through the National Insurance School, as well as implemented more than two lectures and workshops per month, on specific themes geared to company activities and its various branches.
Identification
Elisabete Prado also remarks that, in addition to the natural and intrinsic importance of these courses, lectures and debates, such initiatives are also extremely useful for employees to be able to identify what they would like to study and begin their actual formation, as they are given Law, Financial Mathematics and Insurance classes.
Valuing the Delphos-trained professionals is also in place. The result of this is that the company’s senior management is entirely comprised by professionals with a long track record in the company. “At an intermediate level, with rare exceptions, our superintendents and coordinators have come from our own staff. We only look for people outside the company when we need a professional with specific experience not contemplated in our activities and business”, points out Delphos’ Commercial and Marketing director. Even in the most operational level, the company seeks to observe the persons who dedicate themselves the most and stand out in their positions, so as to allocate them in more relevant services.
In-house Selection
Delphos also promotes in-house selection before going to the market when it needs to hire people. This policy is reflected even in the company’s social actions. An example of this is the project which provides youths with a Java programming course. In this case, the intention is to encourage learning and, at the same time, identify new talents to be hired by the company, on account of the shortage displayed by the market regarding this technology.
“The project was put in place with a serious stance, demanding attendance and a professional mindset from the future professionals. The class started out with 32 students, of which 20 were able to graduate. We hired eight of them in our staff and offered the rest to the market. It is a pity that we did not have room for all of them, as we would like to have hired the 20”, concludes Elisabete Prado.
Source: MONITOR MERCANTIL | SEGUROS – 03-14-2013 | 03/13/2013
