Having successfully completed its mission as a strategic initiative, talent management is fully integrated as an everyday function in the company, by way of a common methodology designed to consistently respond to the needs of the business.
TEXT PABLO FUENTES | PHOTOGRAPHS MAPFRE | ILLUSTRATION THINKSTOCK
In an environment marked by the digital disruption, by increasingly expert customers and the arrival of new generations, MAPFRE is facing new challenges – albeit filled with opportunities – and appropriate talent management by the company is essential for tackling them successfully. Because talent is key to setting
ourselves apart and continuing to grow, aspiring to attain new strategic goals in the future and ensuring the management succession plan.
For this reason, throughout 2015, 2016 and 2017 the company implemented the Talent Management strategic initiative, with a view to identifying strategic talent among all its employees (the most suitable profiles according
to the needs of the business) and develop the skills of those who can drive our strategy forward in any place and at any time.
The strategic initiative has successfully completed its mission. We identified 59 global strategic profiles and created the MAPFRE Global Talent Network with over 4,200 employees from all of the company’s regions, and its development plans were launched. A great deal of work was undertaken based on the performance analysis and
other variables of the initial study of all our employees. We thus identified 6,300 potential candidates, who were then the subject of more than 11,600 tests and over 5,200 video interviews.
Now, having successfully completed its mission as a strategic initiative, talent management is fully integrated as an everyday function in the company. And it does so by way of a cyclical process and a common, global methodology, always with the goal of responding to the needs of the business. To achieve this, the HR teams have implemented a global talent management tool – Success Factors – supported by analytical guidelines and predictive models that facilitate the continuous improvement of the process.
Talent management is consolidated as an ongoing process in MAPFRE, with the aim of facilitating the constant
flow of talent within the company. This is a process that begins and ends with the needs of the business and the strategy, identifying key profiles and the individuals who best match those profiles.
These people are entered into a large global talent pool – the MAPFRE Global Talent Network – which is developed and managed to respond to these business needs. This year will see plans drawn up for the employees of the MAPFRE Global Talent Network, in which the five levers of MAPFRE’s comprehensive talent management will be activated:
In addition to this overall vision, another important differentiating element is that MAPFRE is furthering proactive
talent management. The application of analytical systems and predictive models will allow us to gage progress and enhance the development plans so that employees are better suited to meeting strategic business needs.
This allows for the proactive design of specific actions to cater to these needs, with more effective, more efficient talent management. In 2018, MAPFRE’s talent management is focusing on consolidating and enhancing the design and execution of the development plans.
MANAGEMENT SUCCESSION PLAN.”.
IS SOMETHING NOT EVERY COMPANY CAN DO.
