84 SOCIAL RESPONSABILITY
AND SUSTAINABILITY
REPORT
2018
EMPLOYEE TRAINING
Training and ongoing professional development
of employees are a key component in the Group’s
policy to maintain the highest standards of professionalism
and quality.
PRISA employees have access to a wide range
of training opportunities, which are made available
and are structured through different tools and
formats– both classroom based and online (PRISA
Campus).
Training costs, as reflected in the income statement,
were € 721,000, with Spain accounting for
52 % of this figure and the remainder spread out
internationally. This has translated into 39,178
hours of training over the year, an average of 4
hours per person.
With regard to face-to-face classroom training in
2017, an effort was made to coordinate all initiatives
transversally in order to optimize all training
plans across the business units and thereby improve
both satisfaction and results. As a result,
the number of classroom students grew from 788
in 2016 to a total of 812 students* in 2017 (Spain
only). Compared to 2015, which was when we
embarked on the mission to improve the effectiveness
and quality of training, quantitatively there
has been a cumulative increase of 38.5 %. At the
qualitative level, satisfaction rates at the group
level increased from 7.89 in 2015 to 8.12 in 2016
to reach 8.35 in 2017. Meanwhile, the satisfaction
rates among students regarding the teaching staff
have remained excellent and rose from 8 in 2015 to
8.19 in 2017 (in 2016 the figure was 8.3).
In 2017, training was geared towards accelerating
and improving skills and productivity in the area of
digital transformation:
• Course for heads of transversal digital products
for all Group companies, designed in
partnership with the EOI.
• Advanced digital marketing course for PRISA
Noticias marketing teams, designed in partnership
with ESIC.
• Digital leadership course for El País newsroom
teams, designed in partnership with ESADE.
• Cybersecurity course for technology teams,
designed in partnership with INCIBE and EOI.
• Advertising sales program in the area of programmatic
advertising, designed in partnership
with BEJOB for PRISA Campus.
With regard to the transformation of HR, the initial
focus was on the commercial strength of PBS with
a view to building on this and subsequently extending
the results to other business units. In this regard,
activity was as follows:
• Design of a model for the identification and
measurement of talent (launched in the technology
area in 2016).
• Design of a professional development plan.
• Design of a succession plan.
• Design of a competency matrix to guide training.
Employee
Training
| millions of euros |
346
GRUPO PRISA
375
SPAIN
INTERNATIONAL
721
In order to feed into the competence matrix and
improve the climate and cohesion of commercial
sales teams, a comprehensive training program
was designed, covering both digital skills and management
skills and teamwork.
With regard to the transformation of processes, the
initial focus was on designing and supporting the
consolidation of a project office in the area of technology
in order to foster cultural change – with
* Student: professional who attends a course. An individual professional
may have attended more than one course in a year.