A team like Embraco’s wouldn’t have so many achievements if it wasn’t integrated and passionate about what it does. This motivation leads it to invest increasingly more in people, through actions that have a common goal: create opportunities for each one to develop and transform the reality of the world in which we operate.
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Check out some of the practices adopted at Embraco:
In order to allow all talents to evolve in areas where they most identify, Embraco uses a W Career model to develop and retain people with different leadership profiles. Depending on the area of activity and the activities performed, the employee will have a different career path, always aligned with their objectives:
Technical – employees working in research and engineering functions involved in product transformation processes.
Projects – employees who work on large projects defined in the GPL (Global Product Leadership), with high technological and managerial complexity.
Administrative – employees working in administrative and support areas, not involved in product transformation processes.
Until they reach a certain level, employees pursuing Technical and Project careers are part of a Talent Pool, where they have the opportunity to experience different areas and have a more general view, to subsequently become project leaders or specialists in a particular subject.
QCC (Quality Control Circle)
Since 1997, the quality of Embraco's operation in Brazil has had the support of the Quality Control Circle (QCC), a voluntary program through which hourly employees organize themselves into groups to identify possible failure points and develop simple, creative and effective solutions. Established to encourage and value the creative potential of professionals committed to excellence, the program contributes to people’s personal and professional development as well as provides working environment improvements.