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.
Several training modalities and formats are offered, with an emphasis on “Corporate Training” related to the five Organizational Skills:Interpersonal relationship, Autonomy and accountability ,Vision of the business, Results-driven and Skill.
In 2022, the training agenda remains in line with the Strategic Planning and TAESA competencies, and added topics also widely practiced in the market, and subjects related to Diversity, among them:
- Acting in times of change;
- Effective and influential communication;
- Collaboration and trusting relationships
Another important focus is the Successor Development Program (PDS) that annually chooses a target audience, indicated by managers, to work on leadership skills and develop skills through self-knowledge and training, in partnership with a renowned institution. The choice of participants is carried out by indication, by the potential and level of readiness for succession, as well as the employee’s performance in the most recent Annual Performance Assessment Cycle (AvD). The program takes place over one year and is made up of four modules
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.
In 2022, the book “A Diversidade pela TAESA” was published and distributed to employees, in which the Company presents data related to violence against minorities or vulnerable groups and promotes awareness of professionals through Education, instructing on sexuality and gender identity, on the importance of female empowerment, regarding races and ethnicities, ageism and the importance of including people with disabilities (PwD).