Human Resources Policy

In this case, the Hydroelectric of Cahora Bassa’s Human Resources Policy has the following priorities:

Ø Continuous improvement principle;

Ø Equity and objectivity principle;

Ø Adjustments of both interests and objectives – Collaborator / Company;

Ø Solid explanation of what is expected from each collaborator;

Ø Availability of tools that enable the active participation of the collaborators.

Its operation is done by an integrated manner and contains the following subsystems:

1. Recruitment and selection subsystem;
2. Training Management subsystem;
3. Performance Assessment subsystem (SISMED);
4. Career Management subsystem;
5. Management and Skill development;
6. Remuneration and Compensation subsystem.

1. Recruitment and Selection Subsystem

From the analysis and qualification of the functions that have been applied in the Company on January 2005, the conclusion was that all the purposes are hold by a Monograph.

This monograph contains the identification of the duty, its position in the infrastructure, the integration and frame of progression, its mission and tasks, and finally the set of requirements contained on its performance.

Through this tool, it is possible to Recruit and Select the Company’s collaborators, aiming to find a candidate whose professional profile best matches to the job description.

On HCB, the internal recruitment is regarded as a strategic commitment on the motivation and reliability of collaborators. The external recruitment takes place when there are no conditions for internal mobility.

The recruiting of new collaborators is based on thoughtful and very demanding procedures, aiming to the transparency of the process and assuring its effectiveness.

Steps of Recruitment / Selection

· Publishing the advertisement, Internally or Externally;

· Reception of applications;

· Initial sorting, based upon the exigencies of the position in research;

· Psychotechnical tests;

· Second sorting based in the psychotechnical test results and assessment;

· Selection Interview;

· Proposal for medical exams;

· Proposal for Admission to the AC;

· Final decision.

Admission/Accommodation

The admission represents for the majority of Collaborators the most remarkable moment of their professional career in a Company.

In accordance with the above mentioned, the HCB is committed on the worthiness of that moment, generating conditions to exert a positive and lasting feeling on the Collaborators, trough a new accommodation program that aims to the integration of new collaborators.

2. Training Management Subsystem

The training is, by excellence, an essential tool in the execution of HCB’s strategic objectives.

The Training System aims to qualify the collaborators by providing knowledge, competences and attitudes so that they can improve their individual or collective performance in quality and quantity.

3. Performance Assessment Subsystem

The performance assessment subsystem is known as SISMED (Performance Improving System), and occupies a ranking place in the center of the set of the human resources management subsystems. The performance assessment encompasses all of the company’s permanent collaborators, and it formally takes place once a year.

The SISMED, enables the substitution of vague judgments. These judgments are occasional and formulated in accordance with the most varied criteria, by a systematic procedure and also by a unified language based on clear standards, and also based in the right that the collaborator has to be clearly assessed within precise procedures and defined criteria, to know that judgment and to present his self-assessment.

4. Career Management Subsystem

It is a subsystem that strengthens the individual development.

On HCB, the career management is accomplished exclusively by merit. Therefore, there are no automatic evolutions made by the time of the collaborator in the company.

The professional career is done by progression or promotion. The career progression consists on the assignment of a higher level or a remunerative complement among the respective professional group; the promotion involves the change to a higher professional category with a correspondent increase of responsibility in the activities that the collaborator exerts.

In some of the cases, the career lines to which each collaborator may ascend to are defined.

5. Remuneration and Compensation Subsystem

On HCB, this subsystem Na HCB, has a set of tools that constitute the counterpart of the contribution provided by the collaborators, and encompasses not only the standard earnings but also the set of benefits that can increase the worker’s motivation and satisfaction rates.

The Company is aware that the level and quality of the salaries, as well as the prerogative benefits, have a direct influence on the attraction and the hold-up of people in the Company.