Development of human capital

AMAGGI Organizational Human Development management is performed by the areas of Attraction and Selection, Organizational Development and Corporate Education. Its focus is on attracting, developing and maintaining talents, providing conditions for employees to achieve their personal and professional achievements, generating sustainable business results.

AMAGGI considers these strategic areas, ensuring the individual and organizational development necessary for the company's continuity and long-term success.

Attraction and Selection

The ​​Attraction and Selection area seeks to ensure the attraction of talent aligned with the company's strategies, assisting in its development and retention, through the application of the best market practices in recruitment and selection.

Employer Branding
Started at four years ago, the project focuses on AMAGGI as an employer, using an online evaluation to access the candidate's point of view regarding the selection. Its objective is to attract people who have values ​​aligned with the company's talent program.

In 2016 there were more than 93 thousand registered curricula. Six lectures were held at universities in Mato Grosso and other states, a technical visit was held by university students to the Corporation and it promoted a Career Fair. The public reached was 1,800 academics from various courses.

Growing Program
Acting as an extension and enhancement of the New Employees Integration, this program monitors the newcomer by an area tutor, in meetings with partner areas and on-the-job training. In 2016, 525.5 hours of Growing Program were carried out with new employees, and 25.5 hours of training for tutors.

Integration Program
Every admitted employee participates in the Integration Program, which involves various areas of the company, such as Personnel Administration, Attraction & Selection, Sustainability, Internal Controls, Occupational Health and Safety, Information Technology and Quality. The purpose of the program is to convey information about the business and about the rights and duties of new employees.

Organizational Development

The Organizational Development area strongly influences the identification of development opportunities and monitors the entire organizational transformation, supporting the quality of people management decisions.

Corporate Education

The area of Corporate Education is guided by the motto "Transforming is what makes us grow". Its objective is to guarantee the culture of continuous learning, by managing and multiplying individual and organizational knowledge, providing the necessary skills to achieve the strategic objectives. To do so, it puts into action a series of development practices and actions:

Educational Aid
The program offers subsidies to cover - between 10% and 50% - the participation of employees in technical or academic training courses. Entries are issued twice a year, before the beginning of the semester, and are extended to the entire organization.

In 2016 AMAGGI invested R$478,465.46 in this program, reaching 134 employees. In the same year 45 employees graduated from the courses funded by the program, and 63 employees linked to the Educational Aid were promoted.

Training Tracks
In line with the strategic plan of the business areas, the Training Tracks are a tool for developing technical and behavioral skills necessary for the maintenance and growth of the areas. Its focus is on improving employees' current and future performance.

Internal and external training
In order to provide new tools, instruments, methods and ways of thinking, AMAGGI invests in the continuous training of its employees, always wishing to improve performance and prepare them for new challenges.

Leadership School
Through this program, AMAGGI seeks to ensure that its leaders have the necessary skills to execute strategies and pursue business continuity. The School of Leaders can be accessed through Assessment, a tool that enables self-knowledge and paves the way for participating in all modules of the program.

Talent School
Aimed at non-managerial employees, the program aims to promote their technical and behavioral development.

In 2016 AMAGGI provided approximately 126 thousand hours training, reaching 6,773 employees - 87% men and 13% women -, which resulted in an average of 18.64 hours per employee. LA9

To identify the training needs of employees, managers participate in the Leaders' School, which offers tools to detect development demands and make decisions. Each business area plans and develops its training budget based on Individual Development Plans, which allow the monitoring of development needs in accordance with the strategic objectives of the organization.

As a provider of methodologies and management tools, the Corporate Education area makes available on the intranet a system to support the registration and transfer of information regarding training, allowing its monitoring from the topic library.

Over the last year AMAGGI has acquired the Success Factors system, which allows optimizing information, integrating people management subsystems, and giving employees greater leadership, guaranteeing major capillarity of information, and therefore more freedom in development. The acquisition of the system was an important step, and it is now in the final stages of implantation, scheduled to run in 2017.

Other programs carried out in 2016:

Implemented in 2014 with the objective of developing knowledge management among employees, it promotes monthly meetings so that a collaborator presents a topic of congress or seminar of which he has participated.
This project was implemented in 2015 as a continuation of work begun in 2013, when the People's Board brought together leaders to reflect on institutional values, identifying a coherence between what the organization records and disseminates and what is perceived. From 2015 onwards meetings began to take place between the executives and the employees of the units, in which managers talk about their trajectory and comment on the ways for employees to identify themselves with AMAGGI culture. The meetings have already been held in several locations, and in 2016 they took place in Cuiabá (headquarters), Itacoatiara (shipyard and complex), Porto Velho, Portochuelo, Tanguro Farm, Vale do Araguaia Farm and Lucas do Rio Verde units.
The program seeks to enable the professional self-knowledge for their fluency and well-being in AMAGGI objectives achievement; improve the relationship and communication with the manager, the working team and the pairs; and demonstrate autonomy and protagonist attitudes, understanding the importance of carrying out their activities.
Average training hours of own employees, by functional category LA9
Functional Category Number of employees Number of hours Average training hours
Board 4 0 0
Directors 12 215,00 17,92
Managers 415 4,771.00 11,50
Administrative 984 79,542.00 80,84
Technicians 67 631,00 9,42
Young Talents 14 203,25 14,52
Apprentices 73 563,00 7,71
Trainees 7 83,50 11,93
Operacional 3,418 33,784.75 9,88
Total 4,994 119,793.50 23,99

Note: Some employees may undergo more than one training throughout the year. Therefore, when counting all the trainings, the number of trained employees appears to be higher than the total number of employees of the company.

Average training hours of own employees, by gender LA9
Gender Number of employees Number of hours Average training hours
Male 5,914 110,055.80 18,61
Female 859 16,181.45 18,84
Total 6,773 126,237.25 18,64

Note: Some employees may undergo more than one training throughout the year. Therefore, when counting all the training, the number of trained employees appears to be higher than the total number of employees of the company.

Average training hours of outsourced employees* LA9
Number of employees Number of hours Average training hours
Outsourced 1,779 6,443.75 3,62

* The number of outsourced employees reported here includes all those who have undergone AMAGGI training, whether fixed or contingent - which directly influences numerical results. For this reason, there may be a divergence between the figures related in this report over those previously reported by the company.

In addition to contributing to the development of its human capital, AMAGGI hires all its employees under the terms of the Consolidation of Labor Laws (CLT). Offering remunerations above the minimum wage (R$880.00), the company has its lowest salary for men in the amount of R$1,150.93, and for women in the amount of R$1,084.62 - a ratio of 1.31 (men) and 1.23 (women) in relation to the national minimum wage. EC5