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Human Capital

The Bradesco Organization’s business is founded on the principle of acknowledging the value of its staff’s performance and their potential for achievement.

Our Human Resources Management model is guided by excellence, respect and transparency in all relations, continued investment in development and shared knowledge and appreciation of human beings, without discrimination of any type.

We believe in our capacity to promote sustainable growth, both for our people and by our people.

We offer our employees opportunities for ongoing professional development in a healthy, safe and ethical environment with transparent commitments and goals.

We encourage our employees to overcome their limits and seek creative solutions in a quest for self-realization, customer satisfaction and business expansion.

Bradesco is a Career Bank in which employees are admitted to entry positions and, through opportunities for professional growth, are able to plan their careers and may reach all the hierarchical levels.

This is an important motivator for staff which stimulates the endless quest for knowledge and renewal thereof. Moreover, our operations are continuously expanding throughout the country, providing new employment opportunities in all of the Bank’s segments.

Therefore, the professional growth of each employee is closely related to their effort and dedication.

We believe that highly skilled teams with consistent career opportunities are able to surpass goals and present excellent results whilst decisively contributing to the solidity of the Bradesco brand and the achievement of its market strategies.

A Bank that includes the stratification of Brazilian social structure seen among its customers and partners is very much committed to respecting Brazil's cultural and ethnic diversity. This is a fundamental part of

Bradesco's strategic vision that ensures significant organizational performance.

People Management

We rely on a People Management team whose objective is to know the Organization’s human capital in order to help appropriately allocate professionals to the different positions and contribute to the development of individuals and teams.

Within specific methodologies, processes are carried out based on detailed analyses of the skills and performance of our staff.

Based on this information, the Human Resources Department, together with the team leaders, establish initiatives focusing on improving potential and enhancing individual performance.

These inputs are also used in the succession process and to define Learning Solutions, provide ongoing feedback and prepare Individual Development Plans that motivate and drive new challenges, as well as in initiatives designed to engage talents.

In 2014, all our employees were assessed by the Competency Mapping process. Since 2003, more than 338,000 processes focused on identifying competencies have been conducted. In 2017 alone, more than 74,000 individuals were assessed by the Human Resources department to ensure that the Organization has the most recent data on its teams.

The behavioral evaluation was established in 2017, in which the leaders evaluate employees and they then perform a self-evaluation, thus providing a feedback process focused on development, recognition and alignment. In this first semester more than 165,000 evaluations were performed, which led to their reflecting on their own skills and, for those who are leaders, the analysis of their subordinates.

At the same time, the new Performance Assessment process already included 84% of the employees in 39 Premises and in the Branch Network.

In 2017, this process should be expanded to other premises, contributing to aligning objectives and guiding the teams’ efforts.

In the first semester of 2017, Bradesco, including its subsidiaries, had 105,143 employees.

  December
June
 2013 2014 2015 2016 2017 
Banco Bradesco  83,900  82,011  80,726  94,941   91,633 
Subsidaries  16,589  13,509  12,135  13,852  13,510  
Total   100,489 95,520   92,861 108,793  105,143  

Note: In July 2016, Banco HSBC (Brazil operations) and its subsidiaries were merged into Bradesco.

Below, we highlight some of Bradesco’s human capital indicators in the first semester of 2017:
 

Gender Age Years of Service to the Group Education Type of position
    Up to 30 years old 43% Up to 5 years old 34% High School 13%    
Male 49% Between 31 and 40 years old 29% Between 6 and 10 years old 26% Higher Education 68% Non-commissioned 33%
Female 51% Between 41 and 50 years old 18% Between 11 and 20 years old 19% Other 19% Commissioned 67%
    More than 50 years old 10% More than 20 years 21%        

 

See here more informations about Bradesco’s Human Capital Management.

 

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