HUMAN VALUE

PROFESSIONAL AND PERSONAL DEVELOPMENT

We believe in every person who make up our companies, in their capacity for improvement and their willingness to serve others. For this reasons, we support their personal and professional development through our Service Department of Human Affairs, whose aim is to maintain people at the center of all our actions.

For this reasons, we support their personal and professional development through our Service Department of Human Affairs, whose aim is to maintain people at the center of all our actions.

The department is divided into three sections: People, Leadership, and Philosophy. Each one of them provides training and guidance to employees so that they can develop in line with the FISEP® model and offer comprehensive service to clients both internally and externally. In this way, we fulfill our purpose with vocation, motivation, and commitment.

In 2013 we developed the Sueñómetro (Dreamometer) a project designed to transform the conversation between employees and their superiors. The initiative started in Compartamos Banco and, thanks to its success there, has been replicated in all of Gentera.The Sueñómetro invites employees to share their short, medium, and long-term dreams, both personal and professional, with their fellow workers. The project has changed the way the different members of our companies talk to one another. Now they all participate in the lives and challenges of their fellow employees.

At Gentera we have 1,013 employees distributed around eight service areas, responsible for providing support to our various companies in carrying out their activities. In 2013 the project called “Ideal Operating and Service Model” (MIOS by its Spanish-language acronym) was initiated in the aim of identifying and ordering processes and resources in order to address the needs of the group’s companies with efficiency and quality. In 2014, MIOS will lay the foundations for improvements that will allow us to grow and generate value for all.

TALENT RETENTION PROGRAMS

We develop and innovate programs to hold on to our human talent, knowing as we do that employees with potential, if they are motivated and supported, will always give the best of themselves. The most representative programs of Compartamos Banco are:

• WE EXPECT MORE FROM YOU. This is an early warning system that seeks the common good. The intention is to improve the discipline and performance of our employees. The process begins with a reflection by the employee and his or her immediate superior about areas of opportunity for each of them. In the light of this exercise, goals are set to be pursued in common. The program was applied in 2013 in the sales division of Compartamos Banco with tangible results: turnover diminished from 44.3% in 2012 to 30.9% in 2013.

• SUCCESSION PLANS. High-potential employees are selected and their performances followed up on, with a view to fostering promotions.

• CAREER SPEED-UP. The professional development of employees is supported through loans and scholarships. In 2013, a total of 192 were able to benefit from this program.

LEADERSHIP

We seek to inspire and transform lives, however great the challenges.

We are convinced that the key to the growth and continual improvement of Gentera’s business model resides in people’s sense of importance and leadership.

In recent years our leadership programs have been constantly renewed through alliances with universities and other organizations, with a view to perfecting the educational methodology of our Serviazgo® Leadership Model, which is based on self-knowledge and service to others. In 2013, we incorporated into the model the technical skills required by a leader seeking comprehensive development.

Prior to the establishment of leadership programs in Guatemala and Peru, the process of modulating and adapting the programs was carried out in 2013, so that they would reach more employees and meet the specific needs and personal aspirations of people in different positions. This is why we now have seven distinct leadership programs, one more than in 2012. In 2013, the number of events and participants increased by 24.0% and 12.0%, respectively, compared to the previous year.

Empathy is a marvelous attribute, but it entails a great responsibility: making the decision to get involved and to act on behalf of those in difficult situations.

This makes me reflect on the privilege it is for me to work at a company with a solid philosophy that offers many options for conscientious service: such as field visits, volunteer work, and introspection and training activities, which help me to become more empathetic towards others and to get involved in their lives. They make me act and not just pass on by.”



Mariel Cabanas Suárez

Deputy Director of Corporate Relations, Generation of 2013

COMPENSATION AND BENEFITS SYSTEM

Gentera’s hiring system is based on the skills and abilities of each people.

Our compensation system is competitive in all of the markets where we operate. In addition to the benefits stipulated by law, we offer our employees various other benefits that contribute to their wellbeing and that of their families. In 2014 our goal is to continue making our hiring processes, compensation, and benefits more uniform in the different countries in which we operate.

SAFETY

We care for and protect our principal asset, our people.

This is why we emphasize training, and control systems, and contingency prevention. Our aim is to engage in a culture of prevention and constant protection, both on our premises and elsewhere.

We also have a Safety Commission made up of various managerial divisions, whose function is to draw attention to circumstances entailing risks for the company and to determine preventive, normative, and operational actions and measures to mitigate risk.

HEALTH

We promote health care and the prevention of diseases among our employees by means of internal campaigns and specific programs such as: Employee Assistance Program. Consists of providing support and free, professional, and confidential telephone attention regarding psychological issues to our employees or their family members.

• Health care agreements. Through these alliances with suppliers of health products and services, our employees and their family members receive discounts and preferential prices.

• Banking games. For the third year in a row we have participated in this initiative to foster the practice of sports and healthy recreational activities. The sports for which we have fielded teams include soccer, tennis, athletics, and basketball.

• Lectures and workshops. These are given in the aim of raising awareness of prevention and developing healthy lifestyle habits.

• Gymnasium. This is located in Gentera’s new main offices and is available to all employees.

Also, our CUNA program offers all our employees, both men and women, assistance and support with their newborns.
View more [+]


Benefits include:

• Distribution of maternity uniforms (581 BENEFICIARIES).

• Five days of paid leave for new parents.

• A birth kit with articles for the newborn (858 BENEFICIARIES).
• For six months, economic aid in the form of 250 pesos worth of grocery vouchers (862 BENEFICIARIES).

• Flexible 6*2*6 work schedule. This applies exclusively to women returning from maternity leave. The schedule allows them to work for six hours in the office and for two hours from home, for a period of six months.(25 EMPLOYEES IN GENTERA’S MAIN OFFICES HAVE BENEFITTED.) In the Sales division, employees are granted two periods of 30 minutes or one full hour, with pay, to take care of their newborns during the first six months following their return from maternity leave.

• Breast-feeding room at the main offices of Gentera.

• Economic aid of 20,000 pesos per birth, plus 3,500 pesos for the newborn as part of Major Medical Expenses.

Close [-].

EQUITY AND EQUALITY

We are the first organization in the Americas to receive certification for our Gender Equity Management System from Economic Dividends for Gender Equality (EDGE), the first and only global certification system dealing with gender equality in the workplace.

• We want self-realized people. We seek women with capacity for development, so 31% of the managerial positions at Gentera and its companies are occupied by women.

• Through 2013, we have integrated 22 employees with disabilities into work teams at Gentera (7) and Compartamos Banco (15).

• The average age of our employees is 31.



EDUCATION AND TRAINING

We center our actions on people. We make an effort to provide them with the tools they need for their personal and professional growth.


FINANCIAL EDUCATION

We provide financial education to our employees, clients, and communities, so that they can make informed financial decisions and so contribute to their own development. Information and knowledge about financial services contribute to improving budgeting and administration on behalf of personal, family, and professional wellbeing. In the final analysis, it also favors our purpose of eradicating financial exclusion.

In 2013, through education and information strategies, we provided our key stakeholders with the concepts and tools they need to make use of finance and financial services to their own benefit.