Performance, a managerial challenge

At Bel, we seek to promote the professional growth and development of all our employees. As a point of departure in career building, we conduct standardized annual reviews with all employees to assess job performance, skills and goals, and lay the groundwork for future prospects.

Developing skills means training as well as accepting new challenges, developing personally and projecting into the organization.  At Bel, we apply the "Three-E" rule — Education, Exposure, Experience.

1. Consolidating management practices to accommodate team development

Bel leaders and managers have a leadership outreach program to promote a common management culture across the Group and ensure employee skills acquisition. 

At Bel, we want managers to play a key role in the development and coaching of their teams. That's why we promote a policy of strong skills development based on managerial coaching, among other supports. To that end, Bel has a managerial skills guide that highlights the skills and attitudes valued by the Group. The guide promotes a common management view. Employee development capacity, for example, is one of the six managerial skills listed in the guide.

2. Individualized career coaching

Because professional drive and career development are personal choices specific to each employee, Bel offers individualized coaching.
Regardless of function, and whether you seek to become an expert or a manager, you will receive coaching from your manager and a human resources team. The aim is to establish a career path for each employee and to develop the skills needed to realize goals at Bel, in light of the opportunities offered by the Group.

Bel provides skills guides for all functions that include job descriptions and expectations. In this way, employees can assess their ambitions and measure their progress. Depending on an individual's situation, career development can take the form of training, new responsibilities, extended scope of activity, or internal mobility, across functions and geographical locations.

3. Campus, Bel's university

Experience sharing, best practices, and knowledge transfers are key facets of Bel's internal training.
Campus, Bel's corporate university, provides specific training for various Group functions (e.g., purchasing, trade negotiation, category management, and marketing) as well generalized leadership and management training. Bel promotes in-house training and knowledge and know-how transfer so everyone can contribute to skills development within the Group.

Have an overview of Group Bel staff visiting www.join.bel.com