HEINEKEN Mozambique, a benchmark in the beverage sector, stands out not only for the quality of its products, but also for the exemplary way it manages its human capital. The company's Human Resources (HR) Department has implemented a series of innovative and effective practices that promote a healthy and inclusive working environment, in line with the brand's global values.
Employee well-being is a constant priority at HEINEKEN Mozambique. The company strives for balance between the personal, emotional, professional and physical lives of its workers and, to promote this harmony, it runs a number of initiatives throughout the year. The “Healthy Fridays” are a clear example of this approach: every Friday, employees have access to fruit during the day, enjoy music at lunchtime and have the opportunity to raise a toast with a Heineken 0.0. In addition, new parents are given a special message and a soft toy, while all employees take part in weekly workplace exercise sessions.
The integration of new employees is carefully structured through the welcome programme, which ensures that no worker begins their journey without being properly introduced to the company's culture and values. This three-day programme is followed by a specific induction in the new employee's own work area, helping to break down barriers between departments through connection programmes such as “a day in the market and in the factory”.
The ability to listen actively is one of the HR Department's greatest strengths. Annual surveys are carried out, resulting in action plans developed on the basis of employees' opinions and feedback. To ensure that the actions implemented are effective, pulse surveys are carried out between the annual surveys, allowing quick and precise adjustments.
The company's HR policies have had a significant impact on its employees' careers. In the context of the Mozambican market, the biggest challenge facing the department is attracting talent in a highly competitive market. The company also faces challenges in finding qualified suppliers to meet day-to-day demands.
To foster leadership within the organisation, HEINEKEN Mozambique runs several development programmes, including the “First-Line Managers” programme and monthly meetings between top leadership and the organisation's leaders. Leadership days are held regularly to encourage the continuous development of leadership skills.
Technology plays a crucial role, with more than 90% of the department's activities being automated. Technology facilitates data compilation, payment processing, information storage and the preparation of reports and presentations.
Inclusion and diversity are fundamental pillars of the institution's organisational strategy. The company holds listening sessions with women and has kept the turnover rate of women in sales close to 0 for five years. Equal pay policies and the presence of women in leadership positions are clear examples of the commitment to diversity. In addition, the leadership is made up of Mozambicans and nationals of other African countries, and the principles of Diversity, Equity and Inclusion (DEI) are extended to partners, with continuous monitoring.
With these practices, HEINEKEN Mozambique reaffirms its commitment to its human resources, promoting an inclusive and innovative working environment that reflects the company's values and contributes to the sustainable development of the organisation and its employees.
