Talent development and engagement
Attracting and developing employees with the right skills and aptitudes remains a constant priority for our organization. We believe that to meet our business goals and create long-term shareholder value we must continue to attract and retain the most talented people through continuous learning and performance reward programs.
Our commitment
We are committed to developing a highly skilled and performance-based workforce. We empower our people to develop their teams in ways that reinforce our responsible management culture within a tradition of strong and disciplined leadership. Our objective is to create positive working relationships with our employees and to provide them with opportunities for career growth, as they contribute to the success of our business and of society as a whole.
Programs
Our talent development strategy is based on building leadership capabilities, creating a responsible management culture, and recognizing and rewarding performance.
Talent development focus
Programs
Building leadership capabilities
Skills development programs are offered through relevant internal and external training sessions stressing specific competencies and job responsibilities, including professional development, continuing education courses, seminars and conferences.
On-the-job coaching and development opportunities within our group companies are provided to employees so that they can broaden their perspectives, gain a better understanding of the diverse activities within our group, and share their experiences.
Opportunities are offered to work with executives and leadership teams to gain knowledge through exposure to leadership practices and strategies and to develop individual talent to its fullest potential.
Creating a responsible management culture
Our employees receive regular reminders of our responsible management philosophy and core values as espoused in our Code of Business Conduct and Ethics, and they are required to annually attest their compliance to our Code and our related corporate policies. As part of the mandatory annual training session on our Code, we raise awareness and educate our people on key sustainability themes such as conflict of interest, anti-corruption, data privacy, respect at work, human rights, and the environment.
Rewarding performance
Our performance and career management program focuses on four performance development pillars:
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Results-based goals – we establish individualized, results-based goals that align with our core business levers towards long-term value creation, quality of execution and risk management.
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Leadership skills – we have defined clear leadership skills to support how we achieve objectives through behaviors that are aligned with our values.
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Career growth – we consider an employee's career growth as a partnership between the employee and their manager. As their career progresses, we invite employees to reflect on what career growth means and how it can be achieved. Career growth can be achieved through development opportunities in their current role, through opportunities with other departments or even within the Power group.
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Development plans – we elaborate development plans that benefit employees through ongoing learning to help them stay relevant in their field or gain knowledge to progress in their career. Development opportunities include professional training, mentorship, coaching, skills training, and academic training, to name a few.
Our performance and career management program includes a formal annual performance review process for all eligible employees at the holding company level.
We offer progressive compensation packages, comprised of a balance between fixed and variable remuneration programs and competitive pension, savings and benefits programs.
Engaging employees
We engage with employees through a variety of communications, training, awareness sessions, and other employee activities. For further information, visit the Stakeholder Engagement page of this microsite.
Power Corporation encourages and supports engagement with the not-for-profit sector and personal giving by employees through its Employee Giving Program. The program recognizes and rewards employees’ efforts in two ways: by matching personal charitable donations and providing grants to eligible charitable organizations where employees volunteer.