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It has been over 10 years since the launch of ‘Horizontes’, a continuous human resources development programme created by Riopele.
The ‘Horizontes’ programme has engaged hundreds of employees in training activities. Claudia Queirós recalls that ‘this programme represented a turning point for Riopele’s training strategy’, as it was ‘implemented during a period of significant change within the organisation’. Highlighting recent achievements, the Head of Human Resources at Riopele noted, ‘in the past year, we trained over 1,000 workers and logged more than 50,000 training hours’.
In 2012, Riopele launched its own training programme, ‘Horizontes’. How important is this programme for the company?
‘Horizontes’ programme represented a pivotal shift in Riopele’s training strategy. It was introduced during a period of significant organisational changes that required a greater investment in people development. By implementing a programme with a distinct identity, clear objectives, and customised content created by a team of in-house trainers, the strategy aimed to broaden individual horizons, strengthen teamwork, and reinforce a values-driven culture.
What have been the results, and how many employees have participated in ‘Horizontes’ programme?
‘Horizontes’ was unique in that, it reached all employees through comprehensive training, including workshops on Product, Process, and Control, which cover the internal processes of Riopele’s value chain and allow everyone to share their experiences within the company. It remains a crucial part of the onboarding process of new employees.
The focus on management, digital skills, and behavioural training have also been one of the key aspects of the programme. The results are evident; we have achieved our objectives thanks to the contributions of employees who now have greater knowledge and enhanced skills.
It was an exceptional programme in terms of investment in training. We trained over 1,000 employees and logged more than 50,000 training hours, thanks to the strong commitment and effort of our in-house trainers. I would highlight the ‘Empower Management’ training programme, which provided 66 managers with the opportunity to participate in advanced management training at Porto Business School, tailored to Riopele’s needs, with a total of 172 hours.
What has been the feedback from employees?
The feedback from employees has been positive; they highly value training and development highly. We receive this feedback through our organisational climate surveys and through monitoring during and after the training. When the results fail to meet expectations, we seek alternative solutions to strengthen competencies.
At Riopele, we support skill development across the organisation. This encouragement is vital, especially the support from the board, which has been a key driver of the ‘Horizontes’ since its inception.
How important is it to bring new talent to Riopele?
The arrival of new talent is always significant for the organisation, as it introduces fresh work dynamics, new ambitions, and challenges for management and leadership. This helps the company evolve and attract the next generation of talent. Additionally, one of Riopele’s strengths is its intergenerational knowledge transfer - the sharing of knowledge and values from one generation to the next. It's important to continue fostering a healthy environment of sharing among different generations.
What methodology does Riopele use to attract a new generation of talent?
Riopele is increasingly engaging with the new generation by connecting with schools and universities, including participation in job fairs, giving lectures, and hosting internship programmes. Additionally, involving families generates interest among the younger relatives of our employees, who show a desire to learn about the company through internships, visits, and events like the Christmas party and Family Day. The first edition of Family Day in 2023 allowed families to visit the company in an ‘open doors’ format, while the second edition, held this month, provided a fantastic social gathering at the José Dias Oliveira Sports Park.
In your opinion, what new skills will be needed for the industry of the future?
We’re in the era of Artificial Intelligence (AI), and I’m very curious about what the future holds. Despite all the automation and AI integration, I still believe that human knowledge will continue to make a difference. It’s important to be open to continuous learning and reskilling, as many of us might not be performing the same roles in the medium term and should be prepared for change. I believe that creativity and continuous learning will be crucial, along with personal skills such as collaboration, communication, and empathy.
