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Section | ECONOMY | |||
TOPIC | ||||
INTERAMERICAN |
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INTERAMERICAN Management Performance System | ||||
INTERAMERICAN Management Performance System aims at the fair and objective evaluation of the employees' contribution and, correspondingly emploees' rewarding, based on the same criteria. Furthermore, the systemic manner with which the parameters of the individual performance are evaluated, enhances the employees' sense of participation and recognition. |
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INTERAMERICAN Administrative staff |
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INTERAMERICAN has developed and implements a comprehensive Performance Management System that is associated with the vision and strategic objectives of the Company and maximizes the outcome of individual efforts, given that:
The Performance Management System implemented at INTERAMERICAN places Dialogue at its core and is characterized by a fully structured mode of implementation. Furthermore, the systemic manner of evaluating the parameters of the individual performance enhances the employees' sense of participation and acknowledgement. - Competency Framework The Performance Evaluation System consists of the following three stages: 1. Targeting - Target review The employee reward policy is an important part of the overall Performance Management System at INTERAMERICAN. As far as the recognition and reward of its employees, the company has developed a Reward Policy, based on the following principles and values: - The reward should focus on performance. The reward for each employee is defined along three guidelines: - The reward should reflect and correspond to the measured contribution of each employee towards the Company and depends both on the performance of the employee and the acknowledgement of his qualifications, skills and experience. |
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For 2013, the INTERAMERICAN assessed employees stood at 771, including 391 women and 380 men. The percentage of assessed who had access to the results of the assessment is 100%. |
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