People Management
People management at Copel is based on corporate values and respect for universal, constitutional and legal precepts, such as equality and equal opportunities for all professionals.
Copel’s People Management Policy (NPC 0401) states that employees are the Company’s most valuable resources and that labor relations are conducted based on Copel’s values and respect for universal, constitutional and legal precepts.
The People Management Policy is in line with the best market practices, and serves as a basis for decision making and for the implementation of contemporary and innovative programs and practices, according to the Strategic Planning.
The programs and practices for people management at Copel are structured according to the Company’s mission, vision and values, and innovation and continuous improvement are present in all people management practices.
The appreciation and recognition of people are based on the principles of meritocracy and respect for diversity and are essential for attraction, retention and engagement of professionals.
In addition, the continuous development of employees, aligned with the Company’s strategy, contributes to the sustainability of Copel’s business.
Our New Way of Being Copel
In 2023, after the transformation of Copel into a corporation, and recognizing the need to align all areas under a common purpose, a project for cultural transformation was developed and was named ” Nosso Novo Jeito de Ser Copel “, which is centered on 5 pillars:
- Integrated businesses and operational efficiency – a single company, with clear and defined roles and responsibilities, acting in an integrated manner between the businesses and focusing on operational efficiency;
- Fluid communication – constant, standardized communication, connected with the various existing projects and actions, accessible and fast;
- People as a differentiator – high-performance teams, recognized, engaged and aligned with the organizational culture;
- Customer focus – focus on the quality of services, the consumer and customer experience, and the relationship with suppliers and strategic partners;
- Regulatory leadership – strategic action in the electricity sector, focusing on competitiveness and relationships with the market.
To enhance organizational culture in 2024, Copel defined the dissemination strategy, which will initially be aimed at managers and will subsequently be rolled out to all employees.
The central objective is to evolve in the integration of areas around shared pillars, promote increasingly close and transparent management, and foster an environment of innovation and continuous development, thus strengthening cultural identity and boosting competitiveness in the market.
High Admnistration
Copel’s corporate governance structure is made up of statutory and non-statutory advisory bodies, with different levels of responsibility. The Company is managed by the Board of Directors and the Executive Board.
Labor Practices
Alinhada às melhores práticas de mercado, a Copel conduz as relações de trabalho de acordo com a missão, visão e valores da Companhia, sendo que a inovação e a melhoria contínua estão presentes em todas as práticas de gestão de pessoas.
Corporate Education
Copel’s people management strategy is to encourage and promote the education and development of employees, with a qualified professional body and allowing everyone to exercise their potential in an environment conducive to the development of their skills and the evolution of their career.
Occupational Health and Safety
Occupational Health and Safety is present in Copel’s Strategic Reference, specifically defined as one of the Company’s values.
Quality of Life and Wellness
Aware of its commitment to offer a healthy and safe work environment, besides physical and psycho-emotional health care, Copel maintains several programs aimed at quality of life and well-being in the workplace.
