Human capital policy
The management of Apisol, a company dedicated to the production, packaging and marketing of honey, pollen and fruit desserts (quince jelly, baked apple and jams), considers people to be one of the most important components of the organisation. The employee is considered first and foremost as a person and must therefore be satisfied, both in his professional and personal life, so that he feels fully involved in his work in order to achieve the satisfaction of consumers, suppliers, society and capital. Responsibility in Human Capital management includes all the people in the organisation and, consequently, acquires the special commitment of all the managers who lead and develop people, through the following principles:
- Administration: to comply with and correctly apply current labour legislation and collective bargaining agreements, respecting equality and disability laws and promoting integration in the company.
- Organisation: making each person aware of his or her hierarchical and functional dependence, functions, objectives and competencies of the position, in order to align personal needs with the company’s strategy.
- Selection: to get the right people for the company’s positions, giving priority to internal promotion based on equal opportunities for all, with a welcome, incorporation and career development plan.
- Training: to develop people’s knowledge, skills and attitudes, and the competencies necessary for the correct performance of the job, through the annual training plan.
- Evaluation: taking stock of the results obtained in the performance of functions, objectives and competences, analysing deviations and agreeing on action plans through the evaluation dialogue between managers and employees.
- Communication: making the culture, values and strategy of the organisation known at all levels of the company, carrying out programmes that develop employee care and corporate social responsibility.
- Remuneration: adequate, fair and equitable remuneration, based on the principle that those who contribute the most earn the most, according to the evaluation of functions, objectives and competencies, and taking into account the internal assessment of jobs and the external situation of the labour market.
- Reconciliation: promoting actions that encourage a balance between professional life and personal and family life, through commitments to the employee, giving priority to maternity and pregnancy situations.
- Respect for diversity: there shall be no discrimination on grounds of age, gender, nationality, beliefs, or ideology, and there shall be no abuse, humiliation or harassment at work.
- Prevention: to comply with current legislation on the prevention of occupational risks and to provide workers with the appropriate training and resources to guarantee maximum safety in the workplace.
Management is committed to providing all the material and human resources necessary to successfully implement Apisol’s Human Capital Policy. These objectives are specified and deployed in specific objectives focused on continuous improvement, which are periodically evaluated and approved by the Management, within the Management Committee.
David Senchermés Soldado.
Director General. Apisol.