Development and training

The training rules are regulated internally, while the analysis results of developmental needs during an employee’s periodic assessment are crucial. They constitute the foundation for determining individual development objectives based on which the Training and Development Department plans training activities.

Developmental activities are carried out according to the 70:20:10 model, i.e. 70% is development through practical implementation of tasks, 20% with the support of others (e.g. superior, coaching, mentoring, etc.), 10% is training.

While speaking about training activities, it must be noted that some trainers are the employees of our organisation (internal trainers). They include experts and practitioners, i.e. persons who deal every day with the issues within the scope of which they conduct training. Thanks to this, the training offer meets not only the developmental needs but, above all, it corresponds perfectly with the specificity of the company’s operations. In addition, it develops and promotes the culture of knowledge sharing in the organisation.

The most important development programmes include:

Engineer’s Academy. This is a training offer provided by internal experts in a given field, dedicated to technical staff working on contracts. Through training, its participants can expand and update their technical knowledge, as well as exchange good practices with other trainees. Some topics are carried out in a classic form – in a classroom, but there are also subjects that are largely taught on the construction site.
Contract Manager’s Academy. This project is supporting newly appointed Contract Managers and persons in preparation for promotion to this position in the acquisition of substantive competences and practical skills, as well as it allows to consolidate and deepen the already acquired knowledge within the scope of contract management. The programme is divided into three stages: internal workshops deepening substantive knowledge, external workshops focusing on development of soft competences, and individual support of participants as needed.

A special programme supporting the women’s professional development is also worth mentioning:

Cast-Iron Success. It is a programme aimed at women working on the construction site as white-collars. The aim of the programme is to support women in professional development, the development of leadership, soft, and managerial competences. After a two-stage verification, the women qualified for the programme participate in a cycle of workshops and meetings. The program lasts for a total of 12 months and a suitably long break is planned between meetings so that every participant is able to implement the training-related knowledge in its daily work.
Individual development programmes for women who in 2019 reported their willingness for professional development in the organisation.

We carry out programmes aimed at developing leadership skills are extremely important, such as:

Super Leader. The purpose of the Super Leader programme is to develop leadership competencies among senior managers – to strengthen the skills of strategy communication, development of subordinate teams and involvement of employees to achieve common goals. The programme consists of three modules, each of which presents a different style (leadership styles selected after diagnosis). Each module comprises four stages: a tutoring session with a consultant, performance of an implementation task, a skills laboratory and a set of materials to work on the development of a given leadership style (Manual).
Management Stairs. The development path for management skills, which takes into account the management level, experience and necessary competences at individual managerial positions. It consists of four stages. Each level assumes the development of different skills necessary for being an effective manager, depending on a type of entrusted duties and experience (from the beginning manager to top management). Particular stages assume the knowledge development.

Managers may also apply and be nominated for the Ferrovial Summa University programme, which is a global management programme of the Ferrovial Group.

Our Group implements also programmes related to the development of interpersonal skills:

Communication Stairs. The communication skills development programme is divided into four main stages, taking into account subsequent levels of acquired skills and knowledge (specific stages: effective communication, persuasion and influencing, building relations within the organisation and with external customer). Paths assume the knowledge development, therefore it is important to conduct training in an appropriate order. Each stage contains several proposals for training topics, thus allowing for comprehensive development tailored to the individual needs.
Extended DISC. An Individual Extended DISC Analysis is a test which allows to get to know one’s natural potential, predispositions and talents. It is based upon the self-assessment principle, i.e. how I behave in a specific situation. The main studied areas include behaviours manifested in the professional sphere. After the study, the employee receives a report containing a description of its natural predispositions and talents, as well as individual feedback prepared by the Development and Training Department’s employees. Based on the Extended Disc study, we also conduct tailor-made workshops on team efficiency.
Feedback culture. As part of the programme, we share various forms of expanding knowledge and skills within the scope of provision and receipt of feedback, such as short online training on an internal intranet platform, online articles, films, and recommended books. The company conducts also a series of practical workshops for managers and specialists.

Employees can use the e-Tutor platform, thanks to which they can improve their knowledge of foreign languages free of charge. In 2019, they could participate in an individual English and Spanish language training and in group language courses in English and Russian. They may also receive co-financing of the costs of building qualifications or post-graduate studies.