Human Capital
Training and Development
The constant training and qualification of our work team guarantees a higher business performance and a better satisfaction of our customers.
Employee Training in 2022, in Mexico
Employee Training by gender in 2022, in Mexico
In 2022, investment in training and development of our team was largely focused on leadership skills, productivity, service excellence and safety.
Human Capital Return on Investment metric* in Mexico
* This metric is calculated by subtracting non-employee expenses from the overall operating costs and determining the resultant operating profitability.
Some of our most outstanding training programs are:
Effective conversations:
We implement the training of effective conversations for executives, with the objective of developing the necessary skills to provide feedback to their teams through methods and tools that allow the creation of comfortable spaces of trust and security to facilitate the achievement of objectives.
Service Excellence
Aimed at operational personnel, in the areas of collection and road assistance. Its objective is to develop a culture in which customers are the center of operations of each Business Unit. A strategy was developed in which a Customer Experience Program (CX) was implemented transversal to the entire company to strengthen the attention and attraction of new customers.
Anti-evasion system
In order to protect the security and physical integrity of customers and operational personnel, the toll anti-evasion system was implemented at select toll booths. This training was taken by 307 employees and 609 hours of training.
Talent management and attraction
We want to have the right people in the right positions, which we achieve through proper talent management, development and retention using the best international tools and practices that facilitate a continuous, incremental and dynamic talent cycle that recognizes the effort, leadership and passion of each of our employees.
were made in 2022
“We carried out 78 internal promotions in 2022, representing 13.8% of open positions, thus increasing internal mobility 2% vs. 2021 and 3.5% more than in 2020. ”
occurred in 2022
"These staff departures, gave us a turnover rate in Mexico of 24.8%, of which the voluntary turnover rate was 12.75%."
To continue consolidating our performance management culture, we integrated alignment and performance review process, enabling them through training in SMART methodology to define.
- Holding enabling workshops to design and determine annual objectives.
- Determining performance objectives for contributors (strategic, tactical and individual).
- Training workshops, objective design, 1:1 employee-immediate supervisor semi-annual evaluations to review objective plan and conduct the Implementa Annual evaluation.
In 2022, 36% of our total workforce (executives, middle managers, cashiers and CONMEX’s settlement assistants) underwent a performance review.
Promoting diversity and equal opportunity in the workforce helps support progress towards a more inclusive society and fosters improved business performance.
The safety and wellbeing of our employees are key to creating a productive work environment
Medical services are planned at the beginning of each year, through their annual plans, the health surveillance processes (through periodic medical examinations and admission of employees) and the different campaigns that are carried out.
During 2022 we performed the following actions:
- Health Campaigns (informative only).
- Anti-doping as an essential process to ensure the safety of employees and personnel in the immediate environment (contractors).
- COVID-19 strategy.
- The Webinars carried were: Overweight and obesity, chronic diseases, impact on your work environment, vision distortions due to the use of Data Visualization Screens (DDS), swelling of hands and fingers due to incorrect use of the mouse, burnout, mycosis fungoides restricted to the palms, sleepwakefulness, First aid.
We have implemented a hybrid work scheme that combines three modalities:
1. Telework (5 days from home).
2. Telework + face-to-face (2 days at home, 2 days at the office + flexible Friday).
3. Face-to-face, combined with flexible, collaborative and efficient workspaces.
This new way of operating prioritizes the health, performance and work-life balance of the entire team.
This standard establishes and defines:
• Work schedules that maximize the window of interaction between countries.
• Collaborative schedules.
• Rest and disconnection times to promote greater productivity.
At Aleatica we guarantee the right of each employee to obtain parental leave. During 2022, 56 employees were granted this right, of which 41 were men and 15 women.
81% engagement in 2022
35% of the total number of employees in Mexico
Aiming to continue consolidating Aleatica as a great place to work, we strengthen our employees’ level of commitment and empowerment to develop their maximum potential and achieve results along with wellbeing. Based on this vision, we have built initiatives in which we have made progress:
- Physical working conditions
- Performance Management Model
- Talent development and career planning
- Salary Competitiveness Study
- Organizational Effectiveness
In 2022, we conducted the engagement and satisfaction survey again and the results were as follows:
The right to association and collective negotiation in the workplace must be respected and promoted regardless of the local regulations.
"In 2022, 1,067 employees, 53% of the workforce, are regulated by agreement or collective bargaining agreement.”
**The data shown on this page corresponds to Aleatica Mexico**
