Ferrovial - Annual Report 2012

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Human Capital

Employee commitment

The company has a number of different tools designed to receive feedback from its human capital. They allow it to discover its employees' general satisfaction level and identify strengths and areas of improvement that may require new initiatives.

A total of 65 initiatives were implemented in 2012 connected with the results of the satisfaction survey carried out in 2011. More than 10 surveys were carried out online in 2012, which gives business units and subsidiaries a tool to discover quickly and easily the opinion of certain groups on specific topics, ranging from their opinion on certain internal events to their satisfaction with specific projects. The tool, called Pulse Check, covered a total of 2,800 employees from different business units and countries, and has become a support tool for gauging employee opinions.

One of Ferrovial’s main challenges as an international company is to have internal tools and new communication channels in place that carry information to all the groups in the organization.

The corporate intranet and its channels for business that cut across areas serve this purpose. They serve as a platform for publishing institutional and business information, and also allow employees to comment on the news that is published. A total of 240 corporate news articles have been published on this internal communication channel, and employees can post comments on these articles for others to read, and comment on whether they liked the article.

A new innovation channel has been created this year with all the information on this area with respect to projects, new collaboration agreements with other organizations, awards, etc. The aim is to promote innovation by informing and involving people in the process of generating ideas. An example of this is the first year of the Innovation Awards.

One of the achievements in 2012 was a new collaborative space for communities of experts to exchange information and knowledge, thus providing a major leap forward in innovative capacity. This project is Ferrovial’s first step toward the necessary shift from traditional communication channels to the world of social networks, as a way of sharing knowledge and the best practices of each business. At year-end 2012 the pilot program has been completed with 340 users and four communities in operation, and 24% of active participation in conversations and document sharing.

As well as providing employees with communication tools and information campaigns that support the different projects affecting them, the company has launched a series of initiatives aimed at promoting networking between employees and improving the experience of each individual.

All the divisions organize corporate events that favor networking and promote healthy habits among the workforce. Some examples are the Ferrovial Olympics, organized in Spain for all the divisions and in the UK for the Services division, where more than 1,500 people take part in different sports for three weeks; the Wellness Week organized by Construction and Corporate, which offers employees at the headquarters the chance to attend health promotion workshops; and wellness workshops organized by the Services division in the UK.

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This is an electronic version of the 2012 Annual Report prepared by Ferrovial, S.A. for its stakeholders, which aims to be complete and accurate. The contents of this version can be checked by referring to the print version. A copy of the print version in PDF format is available to download on this web page