Repsol

Pilar Rojas: People Management at Repsol

Video transcript

PILAR ROJAS
Deputy Director of Selection and Integration

During this year, many projects and accomplishments have been achieved in the field of people management. I would say that 2008 saw a move towards strengthening the attraction of talent and giving a renewed boost to professional development.

Attracting talent is of critical importance to any company, and this year we wanted to strongly project the Repsol brand in the labour market, with many initiatives carried out in the area of employment marketing. I would like to emphasise the updating of the corporate jobs website, repsol.com, in which candidates are guided by company staff throughout the employment channel.

At the same time, recruitment processes have been optimised in terms of selection techniques to find the best candidates in the most efficient way. As well as attracting talent, it is very important to retain it. We understand that opportunities for internal promotion and labour mobility encourage performance and satisfaction. This is why the identification of internal potential is given a high priority, with the help of tools such as the 'people review' and evaluation systems such as 'management through agreement'. 

As regards training, the second half of 2008 saw the creation of the advanced training centre, which is now consolidated as the Repsol corporate university, bringing together all the resources dedicated to training activity. As well as this initiative, technical-competence models, job profiles and training-plan designs have been optimised, meaning that we have structured training programmes available for each stage of the employee’s professional development. There are many other initiatives that are worthy of mention, such as the progress made in the management of diversity, the integration of differently abled people, or the measures taken to provide a balance between personal and professional life. 

In brief, we know that the most critical attributes for the success of the company are related to the ability, intelligence and motivation of people, and not just to those assets whose value appears on the balance sheets. This is why Repsol shows a clear commitment to developing talent.


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