Ferrovial - Annual Report 2012


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Human Capital

Internationalization of employees

Ferrovial has an increasing need to manage talent actively and, as a complement to this initiative, it has created the Critical Vacancy Filling Committee and the associated Guided Mobility procedure. The goals of this committee are to:

  • Fill vacancies with the best available candidate in the organization.
  • Promote the mobility of key professionals identified in other processes (Succession Plans, repatriates, etc.).
  • Make sure that professionals with a high potential have to face testing experiences in order to be capable of taking the following step in their professional career with success.

Ferrovial's international growth strategy over recent years has promoted career development, transferred knowledge between countries and established synergies between the different business units and subsidiaries. The internationalization of its employees is therefore one of the company's priorities. To that end, mechanisms to identify professionals with potential are being introduced, to offer focused development opportunities, not only through training but also through national and international professional mobility.

In 2012, around 400 people took part in a Talent Identification Program designed to create a talent pool of employees and identify those professionals with the greatest potential. In this way, their professional development can be managed actively to ensure that they have the profile required to take up positions of greater responsibility within the company.

Currently the number of international assignments is 300 in 18 countries. International assignments provide employees with the experience of working in new expanding markets, where they can put into practice and improve their skills and knowledge to the benefit of the organization as a whole.

Ferrovial carries out its personnel selection processes with the aim of hiring the best available candidates for the job, under equal conditions, regardless of gender, origin or nationality. For this reason, all the employees hired in their country of residence are considered local staff, regardless of their nationality.

91% of all executives (Boards of Directors and Management Committees) are local.


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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