Working Environment

Training for individual and group growth

Getting the most out of our people has always been an important challenge. For decades the Group has promoted a programme of training and prevention, which over the years has assumed an increasingly important value for improving company and industrial performance levels,through the involvement of all employees and associates of the company.

Training remains one of the cornerstones for improving our operational activities, as well as for protecting health and the environment. We monitor risks in order to find measures that can prevent them. Training provides us with a tool that enables us to create awareness and participation, so that attention to health and the environment is a value that is recognised and shared by the entire Saras community.

In 2008, 53,000 hours of training were given to Saras employees, up 53% on the previous year.

Organization

Given competition on the market and the requirements of operational and functional flexibility, companies have been obliged to adopt organisational models that favour broad participation in the decision-making process and more profitable management of know-how and work habits.

Saras has adopted a lean organisation model for its processes based on flexibility and group work. By implementing this model, the company has been able to increase efficiency and flexibility, by reducing layers of management, giving staff at all levels more responsibility and creating management and operations teams for each area of production. Saras’ remuneration policies are intended to promote professional commitment and development, and at the end of 1998, the company introduced a performance-related pay system (MBO) linked to the achievement of a series of corporate financial objectives (EBITDA), shared by departments and individuals.

Equal opportunities

Equality and equal opportunities are cornerstones of our human resources policy. In accordance with our equal opportunities ethos, our salary policy sets out that employees are remunerated based on their previous experience, expertise and their individual performance and conduct. It also applies the principle of pay parity for staff of the same grade. The number of female employees at Saras is steadily increasing. From a purely male workforce, mainly due to the company’s particular area of activity, the portion of female staff has grown in the last few years, and now accounts for 20% of the total.

Last update 01/09/09