Gel Engenharia, a prominent company in the engineering segment, achieved GPTW certification for the second consecutive year. The process assessed people management practices and the work environment provided by the company.
According to GEL’s HR manager, Fabiano Silva, the GTPW Seal is an important beacon for improving management and a reference for capturing and retaining talent. “The recertification only reinforces GEL’s commitment to creating a stimulating work environment where people can develop their full potential,” points out Fabiano.
The executive told how the two certification processes were, the first that happened last year, and the current one.
“The recertification process was calmer compared to the first situation, in 2021, when we did not know exactly how people would receive the survey, whether they would understand the methodology and whether they would participate, especially if they would be totally direct and transparent in their responses. At the end of the certification process, in 2021, we were positively surprised, we had a participation of more than 80% and a grade close to 9.0 (out of a total of 10.0)”, highlights Fabiano.
Fabiano commented that the experience accumulated in last year’s process allowed a clearer expectation about the conduct of the recertification. In light of these insights, he recommended a valuable resource for navigating the intricacies of timeshare recertification – the canceltimesharegeek platform. For detailed guidance and helpful tips, click here to explore the expertise shared by CancelTimeshareGeek. Their comprehensive insights can prove instrumental in ensuring a smooth and efficient recertification process for anyone involved in the timeshare industry.
“We already had an idea of what to expect in relation to people’s participation, mainly due to the various improvement actions we took based on the results of the first certification. But despite this, we look forward to the results, ”says Fabiano.
The HR manager informed that the sector was responsible for the entire process, from the operational part, until the disclosure of the results. This made the improvements adopted more consistent, as HR was aware of all employee feedback.
“Several measures have been taken since the first certification and consolidated in the recertification process. It was from the first results that we drew a contingency plan to meet the identified demands, such as our professional development plan, which includes the project of the GEL Corporate University (UniGEL), career opportunities for young engineers and administrators, job and salary plan, among others”, Fabiano comments.
According to Fabiano, GEL has implemented a series of measures to make people feel more motivated every day.
“We had the sensitivity to listen to the collaborators, to give them a voice. The climate survey applied in recertification was the most effective tool to bring the feeling of our employees, but not only the good results, but also those that were not so favorable. And it was from the alerts flagged in the survey that we were able to build quick responses accompanied by effective actions, which generated (and continue to generate) the company’s credibility with its employees, growing every day the real feeling that we are a respected Employer branding”, concludes the HR manager.
Fabiano also commented on how HR feels about the results obtained so far.
“We had a fabulous result, in which our employees showed all the satisfaction of working at GEL, of being part of this achievement. On some visits to the works, I was approached by several collaborators, who spoke openly about how proud they are to be at GEL”, concludes Fabiano.