RESPONSIBLE MANAGEMENT OF HHRR
Corporate Responsibility Report 2008
44
Voluntary resignations of the workforce (turnover) (1) (Percentage)
Spain
Mexico
Rest of the Americas
Rest of the world
Group average
(1) Turnover = [Voluntary discharges (excluding early retirement) / no. employees at the start of the period] x 100.
(2) Turnover in Mexico 2007 has been corrected due to an error in criteria for calculating voluntary discharges.
Scope: BBVA Group.
Equivalence percentage of minimum
guaranteed inter-professional wages
and/or basic basket of each country
compared with minimum wages paid
in BBVA
Spain
Mexico
Argentina
Bolivia
Chile
Colombia
Panama
Paraguay
Peru
Uruguay
Venezuela
Scope: BBVA Group.
BBVA understands training as a commitment
to its teams and sees it as an investment with a
twofold objective: responding to the needs of
customers as well as to the requirements of all
the professionals working for the Group, towards
the end of promoting professional growth.
In this sense, worthy of mention is the major
role played by training in such a global and
heterogeneous organisation as BBVA, as it has
been established as an instrument favouring the
integration of the diversity of its teams.
2008
Total
turnover M W
2007
Total
turnover M W
1.20 51 49 1.93 54 46 1.57
9.24 45 55 11.45 (2) 48 52 12.52
10.82 37 63 8.52 46 54 5.67
6.43 55 45 7.18 59 41 4.52
7.70 41 59 7.40 46 54 6.55
2008
Minimum salary
paid in BBVA %
(local currency)
21,700 258.33
44,042 219.52
33,350 206.89
21,700 313.13
9,841,740 515.81
21,832,898 335.05
5,200 133.61
30,560,583 175.20
16,500 214.29
273,046 548.28
16,025 167.03
The importance that BBVA affords training
is made quite evident by the almost €41m it has
invested in the Plan Global de Formación 2008
(Corporate Training Plan 2008).
The plan’s four main lines of action are:
1. To innovate as regards what is offered in the
line of training (content, format and methods),
promoting knowledge of customers’ needs;
2. To foster the development of talent through
professional development;
3. To incorporate training solutions and more
efficient and flexible channels;
4. To respond to the Group’s new needs regarding
global knowledge and competencies.
The new training model revolves basically
around two major areas:
1. Campus BBVA: an area open to knowledge,
made up of 5 schools that provide answers
for the critical competencies that the Group’s
workforce needs to master.
2. E-learning: it is available to all employees and
is a global online learning network through
the Conoce platform.
In 2008, two portals were set up for language
training (English and Spanish).
Of particular note is the training provided on
the Code of Conduct in several of the countries
in which the company operates. Over 30,700
employees have been given training on this subject.
In 2008, the «Corporate Training Plan» in
matters relating to corporate responsibility was
approved. This had been one of the objectives set
out in the CR Report 2007. The plan includes
specific training measures for management staff,
new BBVA employees, teams specialising in risk,
2006
Total
turnover
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