Human relation management is one of the bases of Novasoft´s Business Model. Our workers are “Internal Customers” as we do not consider the staff as a labour asset but as an asset from which our intellectual capital comes from, which, paradoxically, is our most tangible asset.
The main social action which Novasoft has undertaken in recent years is job creation and the promotion of stable employment. In a general panorama of job destruction on a national level, it has decided to strengthen its links with society and with the business values it was conceived with, betting on the creation of jobs and giving greater stability to these jobs.
Likewise, in the company´s projects that allow it, the hiring of immigrant workers or people at risk of social exclusion has been promoted and they have been given the necessary contractual terms to prolong their stay and to receive a work permit.
On the other hand, the business group´s installations are all adapted for people with possible physical disabilities (ramps, a lift to avoid stairs, wide doors that allow wheelchair access, disabled toilets,…) 12 people with different levels of disability currently form part of the staff. In relation to the number of people that make up this company, it is a low percentage but it shows that having a disability is not a barrier to working in Novasoft.
The welfare of its workers is fundamental for Novasoft and for this reason it has a policy of flexibility in which each employee becomes their own time manager, without abandoning their professional obligations and without neglecting their personal ones. Some of the company´s actions in this respect can be used as examples:
- Compressed working week with an intensive timetable of 8.30 to 18.30 Monday to Wednesday with afternoons free on Thursdays and Fridays. In July and August there is an intensive working day of 8.000 to 15.00.
- Flexibility of 30 to 90 minutes on entering and leaving work.
- The possibility of accumulating breastfeeding breaks to one day a month up to when the baby is 9 months old.
- Making up the difference between Social Security payments and 1000% of the worker´s salary from the first day of maternity leave.
- Other types of leave (days off for official exams, 2 years leave of absence with jobs guaranteed, an extra leave day in the case of family illness or death, …)
According to the results of the professional satisfaction survey carried out by the great Place to Work institute 77% of Novasoft´s staff consider that this company is an excellent place to work.
The chairmanship together with HR directors and general directors plan, develop and define HR strategies: new incorporations, career plans, training needs, etc. HR actions are based on the divisions´ marketing plans as well as the staff satisfaction surveys and the results of performance evaluations and are adjusted to the company´s true needs in every moment.
The identification of the needs for staff incorporation is carried out by each division through an annual planning (developed in the marketing plans), or because of unplanned needs (increase in projects) and are covered through Recruitment Courses (courses designed for our organizations and subsidized by the Andalusian Regional Government) or through the publication of job offers on our website and then the appropriate interviews. We also count on others sources for capturing talent such as agreements with universities and FORMAN (Andalusian Regional Government´s Information and Telecommunication Technology Centre, managed by the temporary partnership of the Novasoft Foundation and the Valentín Madariaga Foundation), participation in the Torres Quevedo Programme to strengthen the investigational capabilities of R+D+i groups and to make the incorporation of doctors and technologists easier, etc.
