Social
Indicators
We work to reinforce the Essence: Doing well, Doing more and Doing forever, making it alive in all projects, programs and people management processes. We invest in professional development and qualification, in order to contribute to the growth of employees and CSN. In order to maintain a high-performance and qualified team, each year, programs are improved to attract, develop and retain talent at different levels, always keeping them in line with our strategic guidelines.
Contributors by segment
Division of employees by area | Steel industry | Mining | Logistics | Cement | Total |
---|---|---|---|---|---|
2022 | 15,383 | 8,143 | 1,949 | 1,291 | 26,766 |
2021 | 15,629 | 7,941 | 1,682 | 909 | 26,161 |
2020 | 158 | 6,996 | 1,573 | 892 | 24,469 |
Employees by contract type and gender
2021 | 2020 | 2021 | 2020 | Total men and women 2021 | Total men and women 2020 | |
Determined Time | 765 | 1,018 | 838 | 571 | 1,603 | 1,589 |
Undetermined time | 20,929 | 19,179 | 3,587 | 2,890 | 24,516 | 22,069 |
Total | 21,694 | 20,197 | 4,425 | 3,461 | 26,119 | 23,658 |
People Management Model
The People Management model that we maintain results from the conviction that human capital is our competitive edge and is the best guarantee for us to stand out in the market in which we operate. We transform knowledge into a successful trajectory, based on passion, dedication and competence that generate opportunities, achievements and recognition, guided by our integrated and efficient people management, which is based on five pillars:
People Cycle
Its objective is to analyze individual performance, identify professionals with high delivery and promote the development of employees. In addition, it is the basis for scholarship programs, participation in recruitment, talent mapping, Career and Succession, and all other internal processes.
- Recognition / Meritocracy
- Feedback
- Development
- People Pipeline
The Competence Assessment follows the methodology below:
In 2022, 91% of employees in Brazil underwent a performance evaluation process, which resulted in promotions, performance-based salary increases and the implementation of a Company talent retention program, reaching 186 retentions and 716 merits.
Training
Our development model guides learning and support initiatives to achieve strategic goals and objectives. We carry out programs that strengthen our culture and align the behavioral model of leadership with strategic directions.
Total number of hours of training performed
Level | 2021 | |||
Genre | Average | |||
F |
M |
F |
M |
|
CSN Steel | 38,217 | 145,604 | 15.2 | 13.1 |
CSN Cement | 3,183 | 11,800 | 10.8 | 11.4 |
CSN Mining | 29,159 | 172,946 | 17.5 | 28.7 |
Other Mining | 904 | 2,960 | 8.5 | 6.3 |
Logistics | 3,460 | 23,608 | 10.9 | 13.9 |
CSN Corporate | 4,647 | 4,378 | 9.4 | 8.7 |
CSN Group | 79,715 | 362,184 | 14.8 | 17.3 |
Total average | 353,492 | 14 |
The 2022 edition of the Trainee Program reached a record number of enrollments with more than 20,000 candidates and ended with 48 trainees developing projects in different areas of CSN at the end of the year
CSN is considered a school by many of its employees. The Company’s potential to create opportunities for professional and personal development is a visible foundation on every page of those who write our history. With this motivation and, in order to complement this journey, CSN incorporated in its educational trajectory the Corporate University, which began in September 2022, building innovative education solutions aligned with organizational competencies and culture.
CSN’s Corporate University emerges to strengthen the principles, promoting a meeting between the legacy of success and a continuous and enriching learning process of the Company. The online platform has several contents and training, such as skills of the future, emotional intelligence, among other training straining that will contribute to the development and improvement of skills and competencies fundamental to the career of each professional.
Through the Corporate University, total hours of training for CSN Group employees in Brazil rose 25% compared to 2021.
In addition to the Corporate University, CSN also supports with a scholarship those employees who wish to pursue a postgraduate, MBA, doctorate, and master’s degree, with a focus on the intellectual and professional growth of employees, CSN has an agreement with major educational institutions such as USP, FGV, and Puc, providing a good value for its employees to be able to undertake a new specialization.