The driving force of the company
As a major actor in the strategic energy sector and the biggest private producer of electricity in Morocco, the TAQA Morocco Group considers that valuing and appreciating its human resources is one of its biggest priorities. The heavy demands in expertise and commitment required from the company’s human capital to ensure the necessary performance and availability rate, guides TAQA Morocco in its Human Resources policy.
The Human Resources policy, led by values of equity and transparency, is based on the following principles:
• Management that is close to Human Resources, which strengthens collaboration and develops internal communication.
• A preventative approach based on analysis of the levers that boost employee commitment targeting Human Resource practices, which respond to the expectations of employees.
• The continual updating of evaluation tools and the development of skills and performances for those working at TAQA Morocco.
• A social policy directed towards the protection and caring of employees
Translating these values into the day-to-day managerial practices and actions of Human Resources, the HR policy is part of our respect for fundamental rights and Social Responsibility. It is based on three major axes which place human resources at the heart of management interests:
• Attract, develop and win the loyalty of Human Resources with strong potential
• Put in place effective talent management that encourages internal promotion, by going through targeted programs of training.
• Fairly value skills and performances.
An approach, which works to perfect the general and specific needs of TAQA Morocco, has also been put in place. It takes into account the requirements of different professions within the company considering their technical and managerial skills.
Openness and dialogue
The HR Policy when dealing with social relationships, involves setting down the operational and management rules for professional relationships. The aim is to create an internal atmosphere of openness, transparency, dialogue and mutual enrichment. To this effect, the social consultation charter in force covers respect for a few major principles:
• The necessary mutual respect for the serene management of professional relationships, to maintain a healthy social climate, and to development a culture of dialogue and consultation.
• Respect for the rights and freedoms of the employee representation in the company.
• Strict application of the internal company rules and procedures, in particular regarding employment, discipline, health, safety and the organisation of work within the production units.