business plan for 2004 - EDP

7 Human Resources
This chapter addresses the main events and policies
within the scope of Human Resources and is
complemented by the information provided in the
Sustainability Report, of a more statistical nature.
In keeping with the strategic objectives and with the
theme of “Entering into Commitments with the Future”,
the human resources policies for 2003 were directed at
making the organisation more agile and flexible and
understanding the human potential and conduct within
the company so that people will align their activity with
the objectives of the EDP Group and feel a part of a living,
sharing institution
PAR – Restructuring Support Plan
The opening up of the European energy market has
altered the context of the business. Benchmark studies
provide the company with knowledge of its present
position and clearly indicate the guidelines to be followed
to put it among the best Iberian and European companies,
an attribute essential to the sustained development of the
company.
Thus, and even taking into account the results already
achieved in previous years, the strengthening of these
optimisation efforts was seen to be imperative in 2003,
involving recourse to programmes designed to identify
areas of improvement, directed at gains of efficiency and
at optimisation of the organisational structures.
To this end, rationalisation of the human resources was
one of the first priorities. There was a need to develop
and acquire skills in several areas and, on the other hand,
it proved possible to rationalise others that were seen to
provide a lesser creation of value within the context of a
competitive market.
In this connection, a programme was launched to support
the restructuring of the human resources during 2003-04
so as to put into practice an adjustment of human
resources stemming from the optimisation processes
underway at the various Group companies. These
processes led to the identification of about 1 200
employees 626 of whom accepted the company’s
proposal involving termination by mutual agreement,
early retirement and pre-retirement. A total of 583 left the
company during the year.
The employees who left were offered the use of an
outplacement programme to help them in their search for
new employment, in setting up their own business and in
providing support for active retirement.
PRF – Flexible Retirement Programme
A flexible retirement programme was launched to
support present pre-retirees in the exercise of the right
governed by Decree-Law 9/99, which allows old-age
retirement to be brought forward under certain
conditions.
Of the 1 414 eligible pre-retirees, 587 had signed up for
this programme by the end of 2003.
Link between EDP and universities in search of
new talent
The rejuvenation of the staff and the search for new talent
were at the root of the EDP Group’s presence at several
employment fairs, particularly those organised by
universities.
During 2003, the EDP Group was present at a number of the
country’s leading universities and at Expo-Employment
Lisbon. It also attended workshops at which technical teams
were presented in the area of engineering, human resources
and others linked to the liberalisation of the energy market.
A total of 94 training courses were organised by EDP Group
allowing students training or even the conclusion of their
courses.