Personal and professional development of employees Within each department, the evaluation of employee performance is carried out annually, according to the CSP process described in the Internal Regulations. Employees are evaluated based on the tasks performed and competencies in the PENNY model, and the results are discussed by managers together with employees to establish effective development plans. Thus, aspects related to performance, labor relations and professional development are systematically discussed and documented. The evaluations take place at the beginning of the year for the previous year, with active employees with a seniority of more than six months being eligible. In 2023, 99% of eligible employees received performance and career development evaluations. Education and Training Programs We invest in the education and training of our employees, providing them with development programs that improve their skills and increase their confidence. These programs can lead to hierarchical advancements. In line with our HR strategy, we continued training sessions tailored to internal needs, with employees receiving 159 951 hours of training. Sustainability education is integrated into our programs, with new employees receiving information as part of the onboarding process, and specialized sustainability courses are organized annually. 60 physically held courses 30 online joined courses Transition assistance programs offered to facilitate the ability to continue employment and the management of career closures resulting from retirement or termination of employment: z the onboarding and induction programs that we carry out throughout the company, designed to facilitate the integration of new employees into the workplace. z the "4 months since employment" program through which we check how the starting period in the company was for each new employee and collect data on the actions that brought added value in the beginning period, respectively the actions that require help to increase the quality of the onboarding program. We position ourselves as an attractive employer through training and professional growth programs. In 2023, 369 employees were promoted to new roles, of which 75 were promoted to management positions, 2 employees were promoted to department director positions and 11.2% of vacant positions were filled internally. Developing leadership skills is essential, with 783 employees participating in leadership programs in 2023. The First Time Manager and PENNY Academy programs offer skills development courses and specific certifications, contributing to employee retention and providing them with career opportunities. Intern programs also help identify and develop talent, ensuring the continuity and success of the company. Breakdown of training hours per full-time equivalent (FTE) employee* 2022 2023 Headquarters 43.26 37.76 Women 47.62 42.63 Men 38.17 31.98 Logistics Center 28.46 18.10 Women 25.09 15.51 Men 9.88 19.17 Stores 21.28 21.55 Women 19.63 19.46 Men 26.13 27.96 TOTAL 23.31 21.96 Women 21.09 20.17 Men 28.06 25.95 * Training hours in each category (Headquarters, Logistics Centers, Stores, total) compared to total employees in that category SUSTAINABILITY REPORT PENNY ROMANIA 2023 204/256 MESSAGE FROM THE GENERAL DIRECTORS SUSTAINABILITY STRATEGY AND GOVERNANCE ABOUT US AND OUR VALUE CHAIN ABOUT THE REPORT THE FUTURE IS MADE TODAY SUSTAINABILITY MILESTONES CONTENTS
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