Page 4 - 00 Introduccion_Abril 2022

After two unusual years in our professional practice, it’s important to
recapitalize and consider the practices that have helped us become more
efficient in 2022.
We now have more tools available to transform our companies and become
more competitive and resilient.

These are the questions that we need to ask ourselves:
1. What did we do differently to manage the crisis?
2. Which are our most efficient processes?
3. What reaction did we get when these tools were applied in our corporate
culture?
4. Which would be the key elements to implement and move forward in our
evolution?
5. What kind of strategies do we have to plan for the near future?
6. As Human Resources leaders, which are the internal skills that are going to
help us accelerate and stabilize our evolution to implement and attract more
talent aligned with the growth of our company?

When we find the answers to our evolution, we will be able to create programs
that will inspire our Human Capital to stay on with more satisfactory roles
challenging their leadership with internal vision and perspective skills
supported by technology, automation, intelligence, and customization.

By applying our professional work, this April 2022 sample enabled us to
challenge the behavior of the federal provisions established by the 22%
Minimum Wage increase in our border with an application average reported in
the sample of 18.35% for our New Incoming Personnel, a general average for
Direct Personnel of 16.77%, Indirect 10.66 and Administrative 6.14%, and for
Staff 5.78%.
Regarding the government provisions to comply with the standards imposed
by internal management in our plants as to Covid protocols, we were extremely
successful for the well-being of our Collaborators. The number of employees
that were vaccinated were: 97% employees of all ages and our disbursement
was an average of $1,641,102 per plant in general.