Attraction and Retention of Talents
At TAESA, the greatest asset is the human being, so it invests in constant security and development. People are the Company’s propelling instruments, indispensable for continuous renovation in an environment of changes and challenges.
The Company seeks the best professionals on the market, who are passionate about what they do and who identify with the Company’s Values and its culture, and are able to contribute satisfactorily in conformity with organizational skills.
The People area is responsible for conducting the selection processes carried out according to the Recruitment and Selection Policy, including the application of instruments, tools and methodologies (such as SAP-ERP’s Recruiting Management), profile analysis, and predetermined tests. The process begins with Internal Recruitment, which aims to make opportunities available to its employees before seeking new professionals on the market. This practice promotes real opportunities for growth and development, provides an expectation of a professional future, retains talents, and values human capital.
To measure the efficiency and effectiveness of the strategies adopted, an evaluation is carried out by the contract manager 60 days after the employee’s admission, to measure their performance and effectiveness at the end of the trial period provided for by law. After hiring, every new professional will have their performance evaluated annually according to organizational skills, informed on the admission of each one.
Candidates can access the opportunities and register their resume on this page.
TAESA’s training methodology aims at promoting and providing learning actions and strategies that make it possible for employees to acquire and improve competences, skills and knowledge that may contribute to his/her professional development. It reflects the person’s appreciation and loyalty and responds to the quality and productivity standards required to meet the company’s Mission, Vision and Values.
Aiming to be a benchmark in the transmission market, the Company is attentive to the best references in the area of organizational development. Partnerships with major institutions and consulting firms such as Amana-Key, Fundação Dom Cabral, Instituto Capacitare and Crescimentum provide a differential in the qualification and development of professionals.
The external and internal training policy, approved by the Executive Board, describes the guidelines and criteria related to training provided and applied to employees of TAESA and other group companies, and is committed to providing the best options for organizational development and supporting the managers in implementing it.
Several training modalities and formats are offered, with an emphasis on “Corporate Training” related to the five Organizational Skills:
Interpersonal relationship: Relation of Trust and Interpersonal Relationships training.
Autonomy and accountability: Feedback training: How to give and receive and their mental models; Current skills: emotional intelligence & protagonism; and Accountability.
Vision of the business: Systemic thinking and owner mentality training.
Results-driven: Negotiation and influence training; and High personal performance and effective behavioral changes.
Skill: Operational Excellence training: seeking operational excellence through the exponential mindset.
To obtain qualified professionals for existing jobs in the market, TAESA held, in 2021, two qualification courses that support the Diversity Program: Training of Female Electricians; and Preparatory course for the labor market for PwD.
Diversity and Inclusion
Created throughout 2020, the employment of Diversity and Inclusion Program began in 2021 was intensified, based on the Company’s ethical principles. The core goals of the Program are respect and appreciation of differences, whether cultural, social, religious, ethnic, etc.
Combining different perspectives helps to solve problems, promotes innovation, increases employee engagement, and contributes toward sustainability and to society as a whole.
The Program is based on five pillars: gender, Female Empowerment, 50+, PwD, and Racism, in which 18 actions were developed, divided into 94 activities, focused on inclusion and diversity in line with the established pillars.
Highlights include the following: approval of the Diversity and Inclusion Policy in 2021, which applies to all employees of TAESA and other associated companies with 100% of the capital stock; adherence to the UN Women’s Pact and creation of the Diversity Committee, comprised of employees and representatives of different classes who work to create a diverse and inclusive environment within the company; the launch of the Diversity Booklet , which seeks to inform and educate people about LGBTQIA+ concepts; as well as the launch of an e-book on the pillars of diversity.