RESPONSIBLE MANAGEMENT OF HHRR
Corporate Responsibility Report 2008
48
channel was consolidated as an internal
communication medium with 317,823 videos
viewed throughout the Group, with a specific
channel on corporate responsibility.
With an aim to improving the dissemination of
human resources policies, processes, services and
initiatives with the help of the Communication and
Image area, a new style of communication was
designed in 2008. The main change revolves
around the concept of “4U… from HR” (“Para ti
dRRHH” in Spanish speaking countries), where
the receiver of the message (4U) takes centre stage.
This initiative is a result of the demands of
employees expressed in the last employee
satisfaction survey carried out in 2005.
Another important advance made is the
structuring of communications around three types
of content:
• That concerning programmes and initiatives for
staff’s personal benefit: “Passion for people”.
• Communications on HR policies: management
models.
• That related to the steps to be taken: human
resources processes.
In addition, in order to facilitate browsing and
access to information, all the Group’s employee
Employee satisfaction survey (Percentage)
Argentina
Bolivia
Chile
Colombia
Spain
United States (1)
Mexico
Panama
Paraguay
Peru
Uruguay
Venezuela
BBVA Group
(1) There are no indicators for 2005 for the United States as 2008 was the first year the survey was carried out.
Scope: BBVA Group.
portals have been adapted to the Para ti dRRHH
portal with a new image in line with the new style.
Likewise, the BBVA Group has an Employee
Care Service (SAE) in Spain and Mexico. SAE is
a multiple communication channel (intranet,
telephone, e-mail) which provides a faster and
more streamlined response system for any
individual query o question posed by an employee
in relation to HR policies and processes. Given its
usefulness for the staff, in 2008, this service was
extended to cover Peru, while its implementation
in Colombia and Venezuela is planned for 2009.
WORK
CLIMATE
Every other year, BBVA carries out
a survey whereby all the Group’s
workers can give their opinion on
working conditions and professional experience.
The employee satisfaction survey planned for
2007 was actually carried out in 2008. This delay
was a result of a series of changes in the model,
with an aim to improving its prediction capacity.
Moreover, thanks to its new structure, the survey
allows for comparisons with other companies and
sectors at the local and international level, as
well as internally between the Group’s units and
departments. The process was carried out by two
Participation Satisfied and Committed and
very satisfied highly committed
2008 2005 2008 2008 2005 2008
2005
82 67 88 88 94 95
63 58 85 86 94 93
81 55 83 79 87 86
89 82 89 94 96 97
62 47 77 83 88 93
57 – 85 – 92 –
75 61 96 94 98 98
73 76 88 83 96 95
78 80 88 93 96 98
79 76 87 89 95 96
72 73 85 86 96 97
76 61 86 92 94 97
71 67 87 89 93 95
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