Development plans are a tool which define different actions for employees, designed to guide their progress through the organisation. Sol Meliá encourages constant learning and development by employees to increase their knowledge and skills, both guaranteeing a high level of development in their current positions and also preparing them for greater responsibilities in the future. The development plans generate value for the company and favours the retention of talent.
As part of the strategic Talent Management and Empowerment area, in 2008 two development programmes were introduced; Avanza and Avanza2, aimed at corporate office staff that had achieved specific levels of competence and were specially selected for their positive current performance and development potential to assume greater responsibilities in the future. Both programmes had the objective of increasing key skills and abilities in the following management areas: strategy, business, people management and “human value”, through the implementation of training and development schedules, initiatives and actions.
Throughout 2008 a training schedule was defined for general staff and middle management with growth potential which included both the improvement of their technical abilities and also the development of team management skills.
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In the final third of the year a specific training course was organised for heads of departments who act as tutors for people on a personal development plan, providing them with tools to improve their tutoring skills. In total 36 training actions for this specific group were carried out and work was also done on the global implementation and standardisation of development activities.
On a managerial level the 7th edition of the Internal Management Programme was carried out, giving employees from all over the world the chance to receive internal training for the position of Assistant Hotel Manager and thus beginning their managerial careers. Hundreds of applications were received and ten people were selected to begin the training programme in 2009.
Sol Meliá policy is that the greatest possible number of vacancies in the organisation should be filled by internal staff either through promotion or transfers. Appropriate Potential Management policies via the development of personnel, together with an adequate Performance Management system means the company has a promotion system based on objective principles which are far more efficient than traditional methods.
“Promosol” advertises all of the available vacancies internally, offering all of our professionals, in whatever country they may work, the chance to apply for a position. At Sol Meliá 70% of vacancies are filled with internal personnel.