Alstom: an innovative, multinational, and people-focused company
Alstom has launched a new positioning campaign highlighting its profile as an innovative, multinational and people-focused employer.
This initiative highlights how all Alstom people are part of the same community, united by a passion for innovation, a diverse and inclusive culture, concern for the environment, enthusiasm for teamwork, and accountability (to teams and customers) as a top priority.
The continuous development of professional growth opportunities, multicultural team building, and a focus on people are the company’s strategic human resources priority.
As part of the campaign, videos, testimonials, and posters featuring employees of different nationalities and profiles have been developed. They are a sample of the more than 70,000 employees who, day by day, work to build a more sustainable and intelligent mobility around the world.
More information at: https://www.alstom.com/careers
CAF Signalling launches ‘Young Talents’ to promote training and employment among recent engineering graduates
CAF Signalling has launched the first edition of its ‘Young Talents’ program aimed at recently graduated engineers. The objective stems from the commitment to promote youth employment, as Spain has an unemployment rate of 37.7% among those under 25 years of age, more than double the Eurozone average, according to the latest Eurostat data.
In collaboration with Fundación Universidad-Empresa, the company has launched this initiative with the idea of attracting young talent with technical profiles through an attractive academic training plan and paid internships. Due to the very nature of CAF Signalling, it is mainly aimed at telecommunications, computer and industrial engineers (in the specialties of automation and electronics, electricity and industrial organization).
Over the course of a full year, the people selected will tour all of CAF Signalling’s business areas so that they can gain in-depth knowledge of both the company and the railway sector. The company will design a specific plan for each of those selected and they will be assigned a mentor with experience within the company, who will act as a reference person throughout the program and will help and accompany them in their integration.
The project, which is currently in the process of recruiting talent, will begin at the end of the summer. The registration period is open and you can apply through Linkedin and Infojobs.
ICON Multimedia launches the ICON.Talent program
With the aim of strengthening the attraction of global talent policy and promote de Employer Branding, ICON Multimedia has launched the ICON.Talent program. This project brings together the corporate culture actions carryout out so far by the company, that its focuses on the employees, who are now converted into “ambassadors”. They will be in charge of representing the company in different forums, social networks, events, presentations and training in universities or technical schools. They will be spokespersons, placing value on the strengths of the company and the ITC sector.
ICON.Talent aims to be a loudspeaker for the recruitment of talent. This, it will be solved the problems to find specialized profiles to tackle the digitization processes in the railway sector. In addition, special actions are carried out for the incorporation of women in the company, to fill the digital gender gap, in a predominantly masculinized industry.
IDOM. – a Digital Vision – 360-degree Perspective
At IDOM, as part of the process, we develop web applications for most of our projects, something ever more requested by the client. An in-depth knowledge of their needs, added to our expertise in the fields of engineering and consulting, allows us to develop a customized, completely personalized digital tool.
We apply Machine Learning, virtual reality or web applications to engineering, resulting in developments that provide great added value to our work. We are currently implementing a latest generation MES system at 4 CAF plants in UK and Spain. The system offers a real-time visibility of the process, it gives and tracks key information for operations executions, and it is integrated with the ERP and the presence control system.
Indra: cultural transformation to boost digitalization
Indra has carried out a major cultural transformation to put professionals at the center of its strategy based on pillars such as innovation, diversity, training and talent development, flexibility, and a commitment to young talent to boost digital transformation. It has made the contribution to sustainable development through technology the core of its business and its main purpose as a company.
Through Smart Start, specific training, development, assessment and career advancement programs are offered to young talents for their first two years in Indra. These include talent camps, in which young people receive six weeks of specialized training in technical and business knowledge, digital competencies and skills to develop their full potential from the moment they join the company. They also have access to more than 7,000 online courses through their corporate university.
Last March, Indra organized a unique virtual event, in which more than 700 Spanish engineers participated, with the aim of raising awareness of the technologies that are set to revolutionize Transportation and Defense in the coming decades and to encourage them to join the company.
SENER has created technological units to grow in digitization in the railway sector
SENER, a benchmark company in railway and urban transport, has for years been adding to its already outstanding technological contribution the development of digitalization projects and new technologies applied to the sector, such as the artificial intelligence system for ventilation RESPIRA or the ACROT tunnel boring machine operation risk control system.
To boost this line of activity, SENER has had an Innovation Technology Unit since 2020, in addition to the Mobility and Energy Units, which bring together data science profiles and advanced digital environments responsible for the development of these solutions. In parallel, the company is adapting its people management policies to the new times, with measures such as the creation of a development program for young talents, the promotion of flexible work measures or the adoption of a role map for an equitable and transparent management of professional careers.
Siemens Mobility: four axes to make the railway the backbone of the new mobility
In terms of innovation and comprehensive digital transformation, Siemens Mobility carries out different initiatives to promote a digital mindset and an entrepreneurial spirit among its employees. It should be noted the Digital Academy that seeks to inspire, train and share knowledge among employees on issues related to digital technology and new ways of working or digital training from both internal and external sources that, from the company, is made available to employees. In addition, this year marks the third edition of its structured intrapreneurship program, focused on finding digital solutions to the needs of its clients or the market.
Siemens Mobility Spain invests 33 million euros annually in R&D demonstrating its commitment to innovation and has a team of more than 200 professionals dedicated to this work. Committed to the 2030 Agenda, the organization is in an ideal position to contribute to the fulfillment of the SDGs. According to its roadmap, before 2030 it will become an emissions neutral company.
It also implements a powerful professional development program divided into two branches, one dedicated to training and the other focused on allowing employees to design their own career and make their profile known to access different opportunities within the company. Likewise, it is firmly committed to equal opportunities for men and women. It also carries out initiatives such as FeMale Voice in Mobility to promote and empower female talent and leadership within the mobility sector.
Stadler. Cátedra Stadler (Universitat Politècnica de València)
Railway projects have the potential to be tractor projects for other industries and can serve the country’s strategies of reindustrialization and technological drive. Stadler Valencia appreciates the configuration of a new mobility model that responds to the challenges of sustainability, digitization and safety, with the railways as the main axis.
At Stadler Valencia we are aware of our social responsibility for sustainable mobility, the generation of quality employment and with education and training. We are supported by our almost 125 years of history as the dean project of the metallurgical industry of the Valencian Community. In 2020, and despite the pandemic, nearly 400 new professionals joined. The company now has more than 1,400 employees and plans to generate 500 new direct jobs, and 4,000 indirect jobs in the auxiliary railway industry, following the award of the Renfe high-capacity train contract and other recent orders.
In addition to being an important production center, we are one of the best engineering and development centers specializing in rail technology at European level, with more than 350 engineers dedicated to the design of trains. Some come from the Universitat Politècnica de València through the Cátedra Stadler, which makes it easier for recent graduates to transition between their university and work careers in one of the leading European companies in the rail sector. Qualified dual vocational training is other of the pillars for attracting and empowering talent where theoretical training in educational institutions is combined with practical training in the company.
Teltronic. Ready for FRMCS
Teltronic has years of experience in the development of broadband solutions, which allows it to incorporate in its portfolio LTE network infrastructure and on-board radio equipment that have already demonstrated their reliability for voice and data transmission, including signalling.
Teltronic is committed to the evolution of its product portfolio towards the communication needs identified in the FRMCS standard, the rail transport of the future. This strategy has led its Engineering and Development department to incorporate specialised personnel with skills in broadband technologies and railway environments.
In this line, Teltronic has agreements with the main university campuses in its area, as well as with Vocational Training centres to incorporate and attract talent, and participates in research projects in collaboration with other entities such as the School of Engineering of the University of Zaragoza or the Centre for the Development of Industrial Technology (CDTI).
Thales España. Best Companies to Work For
Thales in Spain, we therefore foster their professional development and training, as certified by our presence in the ranking Best Companies to Work For published by Actualidad Económica, which assesses talent management, remuneration, work environment, social policies and training in the best Spanish companies.
WSP. Continuous training to maintain WSP’s leadership
Continuous in-house training is one of WSP’s main investments in its efforts to maintain its leading position in the industry. WSP’s Global Academy for Rail & Transit offers interactive training modules related to the rail industry that are delivered by company experts from around the world. The aim of this project is to enable junior engineers, experienced professionals and those in between to better understand the complexity of rail and mobility projects and to be able to take on new rail-related challenges.
This year, the WSP Global Academy for Rail & Transit will offer five courses, divided into webinars and digital labs. The courses will address topics of great interest for the sector: ‘Track alignment’, ‘Overhead contact systems (OCS)’, ‘Rail operations and planning’, ‘RAMS & LCC’ or ‘ZEB & BRT’.