As part of the business principles of Statkraft Perú S.A., the company fosters employees’ development; one way is through the training module, whose policy establishes that a budget be allocated per management to be invested in training courses in accordance with the priorities and objectives of the year, considering long-term goals.

Through this policy, the company facilitates tools for developing the knowledge, skills and competences of employees, which contributes to reaching business objectives and personal and professional growth, thus preparing internal talent for horizontal and vertical development opportunities.

Statkraft Perú S.A. monitors the performance of its employees through the performance management program. Based on this program, the objectives to be reached by employees and the competences that they are to develop during the year are set. Line managers are responsible for monitoring and evaluating the performance of his/her direct reports, for setting realistic goals and providing them with feedback and guidelines to improve their personal competences.

In 2014, the achievement and progress of objectives, goals and competences were followed up. All employees participated in the performance management program.

In 2014, three types of training were provided: internal, where a company employee imparts the course to his/her co-workers, in this category were the technical courses in the Commercial and Operations Managements, and Excel update courses in the Administration and Finance Management; external, where a supplier provides in-class or virtual training, this category comprised the most of the training investment; and in-house, where an external supplier provides group training.

Superador Program for developing multi-functional skills

The Superador program is aimed at operation personnel working directly in the operation, maintenance and control of hydropower plants.

This program provides internal and external training to improve the know-how regarding the operation of the company’s power plants, and provides knowledge to improve behaviors for multi-functional positions, as well as teamwork, solution of problems or adequate stress management.

In 2014, the formation of employees was complemented with soft skills workshops related to communication and teamwork, competences that will help them to improve their professional performance.

Megatrainees Program for talent development

Of the trainees selected in 2014 for the specialized areas in the Operations Management, Commercial Management and ICT Sub-Management to develop specialized know-how required in the company, 7 megatrainees were engaged to take on bigger responsibilities and continue with their formation. In 2014, the Megatrainee program was aimed at people with higher and technical education.