|
The time that Nacap was almost exclusively involved in construction works has long gone. With the introduction of engineering and procurement, the company's working processes have become increasingly complicated. The many projects abroad, the joint ventures, the specific contract forms and stringent environmental legislation requirements are putting our managers for new challenges.
In order to face and meet these challenges Nacap invests in the development of its project staff.
The Nacap objective is to ensure that the competences dictated by the market are and will remain available within Nacap. The set-up of the management development program of Nacap is summarized below.
The project management is divided in three sections:
- The Hard Core: comprising staff with the required competencies
- High Potentials: employees who do not yet meet all the competences, but who will realize these within a certain time frame.
- Management trainees: Young employees with the potential to become a high potential within a matter of years.
Off course all three groups need to be developed. The goal for the first group is to retain knowledge and keep pace with the market requirements. The goal for the potentials and trainees is however to improve the competences to a higher level according to a personal development plan.
This development plan is the starting point of the management development program. This plan is set up together with the employee. At least two times a year the employee is interviewed and once a year there is a performance review.
The management development program automatically implies a focus on training and education. It is also about steering experience and coaching by experienced managers. The objective is to generate new and improved performance as organization. Going hand in hand with Nacap's overall development, the management development program fit in perfectly with Nacap's Total Quality Management system.
|
More news
Read more