The Process of Integrated Human Capital Management in our Business Group has as a general objective for this year to promote the integral development of highly qualified human capital, ensuring living, working conditions, its protection and stability, creating a positive organizational work environment. For this purpose, an adequate personnel administration process must be established to guarantee discipline and use of the optimum working day and a coherent organization of work, in addition to complying with the curriculum of work organization in its entirety of actions.

At the end of January 2019 the completion of the template behaved as follows:

One of its main priorities is the integral attention to the worker, guaranteeing its attention, protection, motivation and stability, fundamentally to the highly qualified personnel of greater experience and of difficult replacement. Two strategic tasks related to:

   - Evaluation and analysis of the causes that cause fluctuation rates in the work force with emphasis on key processes and design the program of actions to eliminate or minimize them.

   - Incorporate into the program of actions that respond to the process of dignification, the continuous improvement of jobs, better conditions of safety and health with the movement of protected areas and the design of the program of attention to men.

As well as continue strengthening the role of training and development of workers, based on existing needs, developing knowledge and skills in them, to be an essential component in increasing economic efficiency, demand and manage the force of qualified work that guarantees the incorporation and replacement of highly qualified workers. To fulfill this purpose we focus on two essential tasks:

• Attention to the qualified force
• Establishment and monitoring of the demand for qualified force that responds to the development program.

Work is carried out in the active management of the workforce based on:

• Establish links with polytechnics, institutes and universities based on the collaboration agreements Mes- Minag-Mined.
• Management of the Qualified Technical Force for Pre-employment placement is carried out from 2019, starting from the agreements signed with universities and polytechnics that have careers related to our business system, to follow up, treatment and special attention to students with the aim of inserting them in our OSDE in coordination with the MTSS.
• Performing pre-professional practices, with the aim of capturing that future qualified work force from establishing a FTC management program.
• Establishment of a familiarization and advisory program in works oriented by the university to motivate the students and capture them in entities such as the ENPA.
• Pre-professional practices in the entity 5 students of the Engineering Specialties in Computer Sciences of the 3rd and 4th years, supporting in the UEB Geoportal of the ENPA in conjunction with the geomantic and in other software of interest for the control of the production. Encourage the creation and development of circles of interest for vocational training from teaching in the middle school.
• Development of interactive conference programs or monthly visits to Polytechnic Agricultural Institutes and Universities by business executives.
• Implementing the Open Door System for the Vocational Training of Secondary School Students based on agreements with MINED for Attention to Teaching and Labor Practice Students, among others.

Attention to recent graduates.

• The program of reception and development of the initiation course was carried out, which had as a priority the knowledge of the process of improvement developed by the system of agriculture, as well as the perspectives of development.
• The initiation course for recent graduates in the GELMA group was developed in each of the training schools of each province in the established time. It was dynamic through conferences, workshops, debates, team work and guided tours by professionals specialized in the topics proposed in the program, with the aim of offering theoretical and practical knowledge about the agricultural system and especially the logistics system.
• In each company a tour was made so that they knew the different areas of work. In the morning papers the presentation was made to the labor collective, by the Board of Directors and the Political and Mass Organizations.
• The personalized attention of each trainee is met by establishing the organizational measures to guarantee their permanence and stability, as well as compliance with the provisions to ensure compliance with their social service. In the same way, the directors establish direct and permanent contact with young people.
• Systematic follow-up to ensure the achievement of the objectives of the process related to:

- Guarantee to each newly graduated working conditions and the assignment of a tutor with experience knowledge that can contribute to the integral preparation of the same.

- Each new graduate has his training plan taking into account his preparation and functions to develop in the position for which they are prepared, evaluating their compliance on a monthly basis.

- Motivate the recent graduates and encourage their participation in the analysis and solution of the problems and difficulties faced by the labor collective.

- To attract those newly graduates who possess the conditions and disposition to incorporate them into the reserve for their preparation and as future cadres.

In October the reception was given to 65 graduates of the Gelma system led by the President and with the presence of the Director of Personnel of the Minag, directing the discussion to the knowledge of the characteristics of our activities, management model, history of the Group, familiarization for their labor insertion.