This article was automatically translated from HIBAPRESS, the Arabic version:
This article was automatically translated from Hibapress, the Arabic version:
Muhammad Manfalti_ Heba Press
The Regional Multi -service Regional Company, Casablanca -Settat, Received, At its Training Center, 172 New Cooperatives and Collaborators, Within The Framework of the First Batch of the Annual Recruitment Program, A Step That Comes to this Reception in the Context of Activating A Structural Employment Plan, Teams with more than 600 positions, through consecutive batches that are careful chosen to be consist with the company’s values and strategic issues.
This station was a pivotal moment of meeting and advice, in the presence of the Director General, Director of Human Capital, and all the directors of the company, in an incarnation of care that the senior management of the success of the integration of new collaborators in a structured and consistent work environment.
“Youssef al -tazi”, The General Manager, and During A Framing Intervention in Which He Highlighted the Basic Values, Major Stakes, and the Strategic Vision Approved by the Company in the Context of Accelerating Transformations and Renew Commitment to the Service of the Entity, Noting the Spirit of the Team and Collective Thanks to what he described as the Mobilization of Everyone, Espetially Senior Management, TODAY WE PUT THE HUMAN FOUNDATIONS THAT WE NEED TO ACHIEVE OUR GOALS AND FRANCE LES TERRITORIAL FUTURIAL STOGES.
“Bushra Al -Nahili”, director of human capital, noted the components of the authorized support program, which aims to integrate effectively and lasting for new employees within the dynamism of the company. She pointed out that the employment plan was gradually prepared, in accordance with operational needs in the field and priority future skills.
He also underlined the course of integration which was described as a supervised step which allows each employee to have the progressive property of the values of the company, his professional criticisms and his institutional culture for the first weeks.
The plan of the continuing education program, based on a balance between the transfer of technical expertise and the development of behavioral skills, was also provided in the context of a perspective of rehabilitation, upgrading and sustainability of skills.
Al -Nahili stressed that all these measures express the vision that the company adopts towards each professional start, because it is not limited to a technical administrative procedure, but rather a strategic bet for mobilization, homogeneity and collective success.
Thanks to this dynamism, the Directorate of Human Capital affirms its central role as a strategic actor in the collective performance service, creating a professional experience based on trust, continuous learning and harmony with the identity of the company.
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