Attracting Talent
Taesa understands that its employees are its greatest asset, highlighting development and safety as critical priorities. Therefore, investing in updating and improving the team is essential to driving personal growth and the organization’s success. This is reflected in a dynamic and challenging work environment, which encourages progress and continuous development among employees.
The company recognizes that recruiting the best professionals on the market who are aligned with its values and passionate about what they do is pivotal to the success of the business. Taesa emphasizes transparency and equal opportunities in its recruitment processes, ensuring an inclusive and diverse environment.
Furthermore, the company values internal recruitment, promoting the growth and development of existing employees. This not only contributes to talent retention, but also strengthens the organization’s human capital, offering its employees opportunities for career advancement and growth.
Candidates can access the opportunities and register their resume on this page.
Recruitment and Selection
People & Communication Management is responsible for conducting the selection processes, using appropriate instruments, tools, and methodologies in collaboration with the requesting department. This care is essential to ensure that each position’s behavioral and technical requirements are met according to the established role structure.
In Recruitment and Selection, it is important for candidates to identify with Taesa’s culture and satisfactorily contribute to our Organizational Competencies. The process is conducted with transparency, offering opportunities to all candidates who meet the position’s requirements.
Qualification and Training
The employee development process is a crucial aspect of the company’s strategy and is integrated into its management model. Investment in this field aims to ensure the availability of the necessary skills to lead the business, resulting in professionals who are better prepared to contribute to Taesa’s success. Furthermore, the training opportunities offered to external audiences aim to promote sustainability and generate income for those seeking development.
To remain a reference in the transmission market, Taesa constantly strives for the best practices in the field of organizational development. Strategic partnerships with renowned institutions such as Ibmec, Instituto Capacitare, CIEE, SENAI, COPPETEC UFRJ, and Crescimentum ensure a competitive advantage in the qualification and development of professionals.
We offer various training modes and formats, emphasizing corporate training related to our five Organizational Competencies:
– Interpersonal relationship
– Responsible Excellence
– Independence and Accountability
– Strategic vision
– People Development (only for leaders)
Discover some of the company’s initiatives focused on developing its professionals:
– Education Incentive: In addition to encouraging the search for knowledge and training, the goal here is to assist in retaining these professionals, who can receive this benefit for the entire length of the requested course (be it technical, undergraduate, postgraduate, or a master’s degree), limited to five years. The company reimburses the employee 50% of their chosen program’s monthly fee.
– Performance Assessment Cycle: Every year, all Taesa employees, up to the Executive Management level, take part in the Performance Assessment Cycle. As part of its regular practice, Taesa carries out an annual review of its functional and organizational competencies, seeking to align them with the strategic growth organization chart and with the evolving complexity and responsibility of each role.
– Corporate Training: Based on our Organizational Skills, the results of the Annual Performance Assessment, and each department’s needs, Organizational Development defines topics to be covered in short-term training, focusing on behavioral aspects.
– Survey of Training Needs:These trainings are defined as a partnership between the People department and Taesa managers, based on gaps and opportunities for development for each employee, identified mainly in the performance evaluation. The goal is development based on our skills and values, always seeking to provide the best and most current training to bring best practices from the market and incorporate them into Taesa’s processes.
– Young Apprentice, Technical Internship, and Higher Education Internship Programs: Taesa, in partnership with respected institutions, is fully concerned with how employees enter the company, not only to develop them internally in the company’s skills, but to train them for the job market, because we understand the importance of being well prepared for the beginning of one’s career and professional and personal life.
– Successor Development Program: Every year, the successor program chooses a target audience, recommended by managers, to work on leadership and develop competencies through self-knowledge and training with internal tools and strategies.
– Leadership Development Program: In addition to a series of corporate training initiatives specifically customized for managers, in 2023 we began a successful partnership with COPPEAD, which, together with our Organizational Development Management, designed a training syllabus aimed at our Taesa Leaders.
– “Desapega” Program (Managers and Successors): “Desapega” is Taesa’s job rotation incentive program, focusing on leaders and employees who are formally identified as Successors.
– Internal Training: Training is provided internally with the aim of developing technical skills linked to the day-to-day work of employees. This training can take place in the form of classes, workshops, or distance education.
– Technical Training: These are training courses that have a longer workload and cover specific topics in our technical areas. The goal of the training is to guarantee a common baseline level of knowledge and standardize activities carried out in the field.
Diversity and Inclusion
Taesa’s main goal with diversity is to establish guidelines for respecting and valuing differences, whether cultural, social, religious, ethnic, or others. The company recognizes that the combination of different perspectives helps solve problems, promotes innovation, increases engagement, and contributes to sustainability and society as a whole.
The principles and standards adopted by Taesa in relation to diversity must be followed not only by its employees, but also by its suppliers. To ensure diversity and equal opportunities, the company includes clauses in all its contracts to ensure these values. Suppliers are first evaluated on these aspects during the registration process. If any problem occurs after contracts are signed, the supplier is liable to be blocked.
Since 2021, Taesa has had a Diversity Program, which is based on the company’s ethical principles. Based on this program, we have developed policies, instituted the Diversity & Inclusion Working Group, and established various actions, such as meetings held every two months with affinity groups from the program’s five pillars: People with Disabilities, Generation 50+, Ethnicity and Race, Female Empowerment, and LGBTQIAP+.
Find out more through the TAESA Diversity Booklet*: