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In 2010, Gamesa launched its Corporate University Project, with which the company aims to contribute to the employability of its workforce and to foster employees’ commitment to and alignment with our corporate strategy and culture.
The idea to create a Corporate University began in 2008 in response to the needs of expanding worldwide and hiring global talent.
This initiative also meets the needs of a changing business environment, which requires qualified and flexible human capital. The speed and frequency of corporate change and the emergence of the knowledge-based economy has favoured that Gamesa develops initiatives to promote branding and talent attraction, which will assist it in becoming an ‘employer of reference’ and help to boost the employees’ commitment to and alignment with the company’s strategy and culture.
The Gamesa Corporate University’s global scope will allow it to extend its reach to all of the regions in which the company has delegations and manufacturing facilities, as well as to its businesses and activities, occupational categories and areas of know-how. The University’s comprehensiveness will also make it accessible to the rest of the value chain, such as customers and suppliers.
The Gamesa Corporate University transcends the traditional understanding of these institutions just focused on training courses. Gamesa University offers a comprehensive talent life cycle management and encompasses a range of activities, such as organisation, recruiting, assessment, knowledge management and career training and professional experiences, in a single programme.
The Gamesa Corporate University is global in scope, making it accessible to the company’s employees worldwide at headquarters and manufacturing facilities all around the world.
The University is structured in a corporate and an operational scope, made up of colleges and business schools:
The Gamesa Corporate University is made up of campuses, both in-person and online and also has training facilities in Noáin (Navarra, Spain) and training centres in the US, where the latest equipment and materials (electrical control cabinets, G8X and G5X nacelles, generators and gearboxes, first shaft section, wind turbine hubs and complete blades, etc.) are available. In India and China training centres are under development.
The University is backed by information systems to ensure an efficient and effective management of talent development processes. Furthermore, the university rounds off its services with an online site to share experiences.
Today the University offers an e-learning educational support tool (more than 4,000 licenses) to boost continuing education and a jobsite, a tool that raises awareness of job vacancies and provides information on a pool of internal and external candidates for recruiting processes.
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