El director general de PERI España, Rafael Felices Huerta, tuvo que tomar una serie de decisiones trascendentes pero afrontaba muchos retos. La empresa había estado creciendo y cambiado su estrategia Necesitaba rellenar nuevas posiciones pero los encargados de obra eran difíciles de conseuir. Debía también asegurarse de que los valores de la organización, sus altos estándares de calidad y su reducida tasa de accidentes laborales se mantuviese durane la rápida expansión. Se explica el contexto de la empresa y su historia. La seguridad laboral que ofrecía PERI explica una parte de las bajas tasas de rotación voluntaria. Se explican también los valores de la empresa y su estructura, así como la creación de dos nuevas divisiones que creó uno de los principales retos de la nueva estrategia: encontrar encargados de obra apropiados.
Felices Huerta debe pensar en el futuro mantener sus excelentes tasas de accidentes laborales aún con un crecimiento acelerado de personal. Debe promover desde adentro o contratar externos?
PERI Spain Coaching in Construction (B) RH1-013-B-I
This case features an interview with Rafael Felices Huarte, the general manager of PERI Spain. First, Felices Huarte explains how the trust that management has in its employees has led to PERI’s extremely positive results, low turnover rate and low number of occupational accident rates. He also emphasizes that they focus on the best solution for the customer, not the lowest cost. The employees are highly motivated and an important part of the company’s growth. He also delves into the company’s values of self-discipline, responsibility, communication and learning. Next, he describes the company’s new diversification strategy of extending the range of services with the aim of earning a high market share. In order to carry out this strategy change, the company needed to hire construction foremen, which was a challenge due to difficulties in obtaining qualified personnel for on-site work. The company faced this challenge by setting up a professional training program which required the support of the director of logistics and civil engineering. Felices Huarte explains how he is not worried about hiring new staff endangering the company’s culture due to adaptation processes they have in place, other departments which influence conduct and leisure activities that help new staff to embrace the company’s culture. He wraps up the interview by talking about corporate social responsibility at the company and explains how basic principles such as rigorous administrative management of all staff on site (social security, medical check-ups, payroll, etc.), training courses on the tasks to be carried out, and strict compliance with occupational risk-prevention measures ensure they are able to survive in the long term.
PERI Spain Coaching in Construction (C) RH1-013-C-I
This case is an interview with Gerhard Hexel, the managing director of PERI Spain, about the company’s management philosophy. Firstly, Hexel explains the staff training and occupational safety policies that exist at PERI such as driving courses. He emphasizes that although they are involved in a dangerous business, they are the safest company in the industry and have an annual accident rate of zero. He then boasts that staff rotation is very low due to the great training they provide and that people who do leave usually end up coming back. In order to motivate employees, he describes how the company organizes lots of activities such as sports, English classes, and parties. Regarding his management philosophy, he believes in delegating work, giving people freedom and getting work done more efficiently, not spending more time at work. He also believes that people should like to work and explains how it can be like a hobby. Although the company is now an example in the industry, Hexal explains that PERI Spain went through tough times and had to confront a crisis in 1992-1993 that it got through by cutting the employees’ salaries. Lastly, he discusses the future of PERI Spain and how the company plans to continue growing.
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