{"id":4726,"date":"2021-08-25T18:12:24","date_gmt":"2021-08-25T16:12:24","guid":{"rendered":"https:\/\/www.revistaitransporte.com\/?p=4726"},"modified":"2021-09-07T14:56:32","modified_gmt":"2021-09-07T12:56:32","slug":"spanish-engineering-talent","status":"publish","type":"post","link":"https:\/\/www.revistaitransporte.com\/spanish-engineering-talent\/","title":{"rendered":"Spanish engineering talent"},"content":{"rendered":"

In recent decades, challenges such as the health crisis, climate change and technological disruption have led society in general and companies in particular to incorporate new values and redefine the essential skills of their employees. Younger generations expect companies to engage them as participants and protagonists in their own professional development, while at the same time wanting their work to have a positive impact on society. In turn, older professionals make a decisive contribution by securing and preserving business know-how and knowledge in organisations.<\/p>\n

For HR professionals, the challenge is enormous: it is not only a matter of recruiting the best candidates for specialised jobs, but it is increasingly necessary to have personalised career plans that contribute to the motivation, loyalty and well-being of all those who work in the company. The talent management paradigm has changed, but what are the new challenges and how can we respond to them?<\/p>\n

Ineco developed its roadmap some time ago. The objective is to promote skills development, technical and management training, lifelong learning, languages, innovation and creativity among its professionals while ensuring effective internal knowledge management that is in line with our corporate values of experience, trust and rigour. This is all done with innovation and technology in mind.<\/p>\n

More than 150,000 hours of training in 2020<\/h4>\n

After more than 50 years of history developing highly complex technical projects with the most cutting-edge and avant-garde technologies, the incorporation of new talent into the company and the development of attractive career plans must include a comprehensive training and loyalty programme, as well as appropriate internal knowledge management, as a key strategic aspect.<\/p>\n

In 2020 alone, more than 150,000 hours of training were delivered at Ineco to more than 22,000 participants, with a satisfaction level of 8 out of 10, demonstrating the training quality of both the teachers and the teaching content. The professional training plans created at Ineco\u2019s Internal Training School stand out in this respect. This is an investment that the company is committed to as an essential driver for developing the best talent, which is capable of tackling the challenges of the engineering sector.<\/p>\n

Ineco, aware of its role as the driving force behind the prestige of Spanish engineering, is also committed to collaborative training and knowledge management environments such as the Communities of Practice, the Ineco Forums and the Specialisation Programme in Railway Operational Safety, which was recently set up in conjunction with the University Carlos III. This course is aimed at professionals in the railway sector and aims to provide a comprehensive insight into the field of safety from key players in the Spanish railway system and its operational safety, who have assisted in the design of the programme (Adif, AESF, Ineco and Renfe).<\/p>\n