Training &
professional development

Alestis regards the development of the company's people as a key part of its strategy, helping to improve their motivation and commitment. For these reasons, the company develops specific programmes that support people's learning and growth.

In order to promote learning and the development of managerial, technical and leadership skills, a Training Plan is designed every year, which in turn aims to help the company achieve maximum quality and efficiency, and to provide its employees with the tools to improve their knowledge, skills and attitudes. Those responsible for the production and administrative areas can send requests for training courses to promote the development and training of their teams.

As in previous years, the 2022 Training Plan includes specific training for each area of work and training for professional development.

Training rates

Spain

	2019	2020	2021	2022
Training hours	21,617	9,398	8,950.4	20,593.8
Trained employees	1,165 (82%)	473 (34.5%)	737 (73%)	1,075 (98.3%)
Training hours / employee	15.19	6.85	8.85	18.82
Average assesement (out of 5)	4.17	4.39	4.31	4.33

Brazil ⁶³

	2019	2020	2021	2022
Training hours	349	441.4	834	5,290
Training hours / employee	1.93	4.41	6.2	38.1

63. In 2022, the calculation methodology is modified to make it equivalent to that used in Spain.

Breakdown of training hours

by gender and professional category

Spain

	Men	Women	Total
Managerial roles	197.5	0.0	197.5
Middle management and skilled technicians	1,925.8	325.0	2,250.8
Technicians	3,121.5	2,181.0	5,302.5
Functional support	82.5	84.5	167.0
Operators	11,678.5	997.5	12,676.0
Total	17,005.8	3,588.0	20,593.8

Brazil

	Men	Women	Total
Managerial roles	0	0	0
Middle management and skilled technicians	860	472	1,332
Technicians	547	251	798
Functional support	928	946	1,874
Operators	1,020	266	1,286
Total	3,355	1,935	5,290

In 2022, the "Impulsa" Leadership Development Programme was launched by the Deusto Business School in Madrid. This is an executive training programme designed to help middle management develop the necessary skills and knowledge that will help them to succeed in their current role and those potential missions in which they may participate in the future.

In the manufacturing area, the Learning Communities project continued in 2022, aimed at middle managers and plant managers, to help participants strengthen their role and provide them with the tools for professional growth and skills enhancement. It consists of a series of practical workshops, where, among others, self-development, recognition, distance management, pending conversations, etc. are addressed. Thus, through experiences and experimental exercises, the participants increase their security, responsibility and self-confidence. At the end of the workshops, there is an individual feedback session, where the learning acquired throughout the programme and guidelines for continuity that will help them in their future evolution will be assessed.

In 2022, the "Impulsa" Leadership Development Programme was launched by the Deusto Business School in Madrid.

Alestis regards the development of the company's people as a key part of its strategy, helping to improve their motivation and commitment.

2022 was also the year in which the Kaizen Lean Model deployment project, launched in 2021, was consolidated, with the aim of developing a culture of continuous improvement in all areas and for all people at Alestis Aerospace. Throughout this year, 165 courses have been organised, with a total of 4,002 training hours.

In turn, Alestis do Brasil has conducted training on occupational safety standards, quality inspection, quality management system, process engineering documentation, composite materials training and aeronautical concepts.

As part of the welcome process, all people joining the company are welcomed by HR staff to explain in detail all the relevant information about the company; once this introductory session is over, their manager is responsible for explaining everything related to their job. In addition, an analysis of the person's suitability for their new job is performed, in order to include in the training plan any training needs necessary to be successful in their job. In 2022, the total number of new recruitments will amount to 125 people in the work centres in Spain.

In Brazil, the company has an initiative to promote the employment of young orphans between the ages of 16 and 18, providing them with a professional itinerary that combines theoretical training with work experience.

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