Talent Development
The attraction, retention and development of talent enables CMPC to build all the knowledge, skills and abilities it needs to succeed in its strategy. Our main assets in attracting talent are our productivity, knowledge, leadership and innovation. Talent development, on the other hand, refers to the opportunities for professional and personal growth that the company fosters. For that reason, we have a performance review process based on six corporate competences and the behaviors associated with them and involving self-evaluation and management feedback. Additionally, we conduct regular assessments to identify key job positions, internal mobility options, and organizational climate performance, among others.
Total direct collaborators
| 2016 | 2017 | 2018 | 2019 | |
| Average workforce size | 17,145 | 17,139 | 17,247 | 17,581 |
Employee turnover rate
| 2016 | 2017 | 2018 | 2019 | |
| Rate (%) | 21% | 18% | 18% | 19.1% |
Performance review
| 2016 | 2017 | 2018 | 2019 | |
| Share of executives, professional and technical staff evaluated | 79.9% | |||
| Share of operators evaluated | 16.3% |
Training
| 2016 | 2017 | 2018 | 2019 | |
| Hours of training as a percentage of total hours worked | 1.1% | 1.3% | 0.9% | 0.7% |
Unionization
| 2016 | 2017 | 2018 | 2019 | |
| Share of unionized workers | 56% | 59% | 58% | 60.4% |
Union benefits and coverage of collective agreements
| 2019 | |
| Non-unionized workers to whom union benefits
are extended (percentage of the total workforce) |
3.1% |
| Percentage of workers covered by collective agreements | 63.4% |
Organizational climate
| 2016 | 2017 | 2018 | 2019 | |
| Satisfaction (%) with pride, credibility, respect, fairness and camaraderie on a consolidated basis | 76% | 79% | 79% | 79% |
Organizational climate goal
| Achieve a score of above 79% on pride, credibility, respect, fairness and camaraderie at every CMPC subsidiary across Latin America according to the Great Place to Work model. |