{"id":1084,"date":"2018-02-20T17:14:47","date_gmt":"2018-02-20T17:14:47","guid":{"rendered":"http:\/\/conteudos.xl.pt\/altri-news\/?p=1084"},"modified":"2018-10-15T19:02:18","modified_gmt":"2018-10-15T18:02:18","slug":"back-to-college","status":"publish","type":"post","link":"https:\/\/conteudos.xl.pt\/altri-news\/en\/back-to-college\/","title":{"rendered":"Back to college","raw":"Back to college"},"content":{"rendered":"<p>The Greek philosopher Aristotle said that \u201cthere is not just one method for studying things\u201d. The engineer, scientist and Renaissance man Leonardo da Vinci would urge his pupils to surpass their master\u2019s quality. The idea was to encourage studying to acquire knowledge. Knowledge doesn\u2019t take up any space and it improves a person\u2019s performance at work. For this reason, many companies help their workers and employees to enhance their knowledge. Celbi is one of those companies. It is a Portuguese company that regards the development of its employees\u2019 skills as a strategic challenge.<\/p>\n<p>Celbi\u2019s directors see continual improvement and their goals for positioning the company as being very much dependent on the skills of everyone who works there, in whatever field and at whatever level of responsibility.<\/p>\n<p>We are living in a society which values skills and talent as a sustainable comparative advantage. The central issue for the more advanced companies is not so much the number of people they employ but rather the quality of their human resources.<\/p>\n<p>According to Ant\u00f3nio Jorge Pedrosa, manager of Celbi\u2019s Human Resources department, \u201cA company isn\u2019t distinguished by the size of its staff, but by whether it can attract and retain highlyskilled workers. Similarly, a worker is not valuable because he or she is available to work, but because of the skills offered.\u201d<\/p>\n<p>Today, being able to manage people well and enhance their performance is what gives an organisation its competitive edge. Recent investment projects and subsequent technological changes have made Celbi\u2019s manufacturing process more complex. This led the company to adopt a strategy for recruiting, improving and qualifying its workers which is geared towards facing future challenges. Ant\u00f3nio Jorge Pedrosa says that \u201cthis strategy is based on three notions: developing skills, enhancing high-level performance and attracting and retaining the best\u201d.<\/p>\n<p>The company\u2019s effort and investment in training throughout the last few years is an example of this philosophy. \u201cWith over 9,000 hours of training in 2017, whether in specific and technical \u00a0areas, relating to the hugely complex manufacturing process, or in areas of behaviour and management, the goal has been very simple: to have the best and most well prepared professionals in the sector.\u201d<\/p>\n<p>Rolling out tailor-made programmes does not always deliver everything the company wants and needs. There are times when investments need to be made in other aspects of training and qualification, by recruiting more qualified people or incentivising and supporting workers going back to college or university. Ant\u00f3nio Jorge Pedrosa states that \u201cAs a result of our work in renewing our staff, 28% of the company\u2019s workers are now under the age of 35 and over 35% of them have higher education qualifications, compared with 2010 when it was just 24%.\u201d<\/p>\n<p>This number is not unrelated to the fact that in the last seven years the company has hired 35 young graduates from higher education, to work in different areas of the company. 24 of these undertook internships at Celbi.<\/p>\n<p><figure class=\"uk-inline\"><img decoding=\"async\" src=\"https:\/\/cdn.xl.pt\/conteudos\/uploads\/sites\/12\/2018\/02\/CAP-REGRESSO-Antonio-Pedrosa-9-1920x1200.jpg\" alt=\"\"><\/figure><br \/>\n<blockquote class=\"uk-padding uk-padding-small uk-padding-remove-horizontal\"><div uk-grid class=\"uk-grid-small\"><div class=\"uk-width-auto\"><span uk-icon=\"icon: quote-right; ratio: 4.0\"><\/span><\/div><div class=\"uk-width-expand\"><h3 class=\"uk-margin-top uk-margin-small-bottom\">A worker is not valuable because he or she is available to work, but because of the skills offered<\/h3><footer>Ant\u00f3nio Jorge Pedrosa, manager of Celbi's Human Resources department<\/cite><\/footer><\/div><\/blockquote><\/p>\n<p>In the middle of last year, Celbi admitted four university-educated women to its Production area. After getting to know the basic operation, the teams and the shift work, they are now on a specific training programme to lead different procedural facilities. According to Ant\u00f3nio Jorge Pedrosa, \u201cwhat upon first impression might look like promoting equality is, once again, reinforcing the qualifications and skills within the company\u201d.<\/p>\n<h2>Finding balance in personal and professional life and study<\/h2>\n<p>There are several cases of workers at Celbi who decided to go back to college or university. Some by their own volition, others urged by the company. Over the last 15 years, 32 workers \u00a0who are still on the staff went back to school, 25 of which are taking higher education courses.<\/p>\n<p>The Human Resources manager acknowledges the difficulties. \u201cWe are aware that studying and working at the same time can be very challenging. On any given day it is difficult to reconcile both these focuses of attention, and when exam time is approaching the pressure increases.\u201d He adds that they try to keep a close eye on each case, and whenever possible or when they are requested to do so, Celbi goes above and beyond simply complying with the provisions set out in the student-worker statute.<\/p>\n<p>Sofia Rebola, a specialist laboratory analyst, completed her pre-Bologna Master\u2019s Degree in 2005. When she joined Celbi\u2019s staff she decided, of her own accord, to start a Chemistry \u2013 Quality and Environmental Control course at the Faculty of Science and Technology, University of Coimbra. She states, \u201cThis Master\u2019s degree was perfectly matched to my job at the time, and it was good way to continue enriching my cultural and professional life.\u201d<\/p>\n<p>She immediately took up the company\u2019s offer to starting her PhD at the University of Aveiro. She is now in her second year. \u201cIt\u2019s an excellent personal and professional opportunity which will allow me to develop specific knowledge in the field and is therefore an asset to Celbi.\u201d Being in academia allows her to develop a critical appraisal of the work and of an entire area of knowledge.<\/p>\n<p>The company bears Sofia Rebola\u2019s travel costs and university fees. At exam time, the company allows her time to study. Despite this support going back to university hasn\u2019t been easy. According to her, the most difficult aspect of going back to study as a mature adult is managing her time. \u201cMy children are still young and need a lot of attention, so I have to fit my study time around their schedules.\u201d She hopes this effort will enable her to have better opportunities for promotion.<\/p>\n<figure class=\"uk-inline\"><img decoding=\"async\" src=\"https:\/\/cdn.xl.pt\/conteudos\/uploads\/sites\/12\/2018\/02\/CAP-REGRESSO-Interior-do-artigo-2.jpg\" alt=\"\"><\/figure>\n<h2>Personal motivation rewarded after a decade<\/h2>\n<p>Another example of overcoming difficulties and making sacrifices is that of Paulo Caetano, the Training and Organisational Development officer. He has worked at Celbi for 27 years. He used to operate the Demineralization and Water Supply, moved to Operator of Concentrators\/Evaporators and Treatment of Condensates and then to the Cask Boiler which was the last installation that had in the SRE . There came a point when he felt he could learn about an area which interested him and he regarded the degree in Psychology as a challenge. He took the course 11 years ago. He completed it in 2006, and admits it was difficult because he found it hard to keep pace with studying. \u201cThe pace and my work shifts meant many extra hours of studying, which required a lot of effort and even my wife had to make sacrifices.\u201d At that time he already had children and with work and study he wasn\u2019t able to make time to help them. \u201cIt took a few years of effort from my family, and I am fully aware that if it hadn\u2019t been for my wife\u2019s support I wouldn\u2019t have been able to gain my degree.\u201d<\/p>\n<p>Paulo Caetano acknowledges that Celbi helped a great deal, both in managing his study and exam schedules and in helping his curricular internship. \u201cIt would have been very difficult to complete my degree in Psychology without this support and particularly without the willingness shown by Silva Tavares, who was then the head of the Human Resources Department.\u201d<\/p>\n<p>When he finished the course there were no career improvement prospects. He was always convinced that with a degree other opportunities could arise. Almost 10 years on from\u00a0 completing the course, he was invited to work in Celbi\u2019s Human Resources department and he is now the Training and Organisational Development officer.<\/p>\n","protected":false,"raw":"The Greek philosopher Aristotle said that \u201cthere is not just one method for studying things\u201d. The engineer, scientist and Renaissance man Leonardo da Vinci would urge his pupils to surpass their master\u2019s quality. The idea was to encourage studying to acquire knowledge. Knowledge doesn\u2019t take up any space and it improves a person\u2019s performance at work. For this reason, many companies help their workers and employees to enhance their knowledge. Celbi is one of those companies. It is a Portuguese company that regards the development of its employees\u2019 skills as a strategic challenge.\r\n\r\nCelbi\u2019s directors see continual improvement and their goals for positioning the company as being very much dependent on the skills of everyone who works there, in whatever field and at whatever level of responsibility.\r\n\r\nWe are living in a society which values skills and talent as a sustainable comparative advantage. The central issue for the more advanced companies is not so much the number of people they employ but rather the quality of their human resources.\r\n\r\nAccording to Ant\u00f3nio Jorge Pedrosa, manager of Celbi\u2019s Human Resources department, \u201cA company isn\u2019t distinguished by the size of its staff, but by whether it can attract and retain highlyskilled workers. Similarly, a worker is not valuable because he or she is available to work, but because of the skills offered.\u201d\r\n\r\nToday, being able to manage people well and enhance their performance is what gives an organisation its competitive edge. Recent investment projects and subsequent technological changes have made Celbi\u2019s manufacturing process more complex. This led the company to adopt a strategy for recruiting, improving and qualifying its workers which is geared towards facing future challenges. Ant\u00f3nio Jorge Pedrosa says that \u201cthis strategy is based on three notions: developing skills, enhancing high-level performance and attracting and retaining the best\u201d.\r\n\r\nThe company\u2019s effort and investment in training throughout the last few years is an example of this philosophy. \u201cWith over 9,000 hours of training in 2017, whether in specific and technical \u00a0areas, relating to the hugely complex manufacturing process, or in areas of behaviour and management, the goal has been very simple: to have the best and most well prepared professionals in the sector.\u201d\r\n\r\nRolling out tailor-made programmes does not always deliver everything the company wants and needs. There are times when investments need to be made in other aspects of training and qualification, by recruiting more qualified people or incentivising and supporting workers going back to college or university. Ant\u00f3nio Jorge Pedrosa states that \u201cAs a result of our work in renewing our staff, 28% of the company\u2019s workers are now under the age of 35 and over 35% of them have higher education qualifications, compared with 2010 when it was just 24%.\u201d\r\n\r\nThis number is not unrelated to the fact that in the last seven years the company has hired 35 young graduates from higher education, to work in different areas of the company. 24 of these undertook internships at Celbi.\r\n\r\n[image id=\"1090\" format=\"img-header-large\"]\r\n[blockquote text=\"A worker is not valuable because he or she is available to work, but because of the skills offered\" author=\"Ant\u00f3nio Jorge Pedrosa, manager of Celbi's Human Resources department\"]\r\n\r\nIn the middle of last year, Celbi admitted four university-educated women to its Production area. After getting to know the basic operation, the teams and the shift work, they are now on a specific training programme to lead different procedural facilities. According to Ant\u00f3nio Jorge Pedrosa, \u201cwhat upon first impression might look like promoting equality is, once again, reinforcing the qualifications and skills within the company\u201d.\r\n\r\n<h2>Finding balance in personal and professional life and study<\/h2>\r\nThere are several cases of workers at Celbi who decided to go back to college or university. Some by their own volition, others urged by the company. Over the last 15 years, 32 workers \u00a0who are still on the staff went back to school, 25 of which are taking higher education courses.\r\n\r\nThe Human Resources manager acknowledges the difficulties. \u201cWe are aware that studying and working at the same time can be very challenging. On any given day it is difficult to reconcile both these focuses of attention, and when exam time is approaching the pressure increases.\u201d He adds that they try to keep a close eye on each case, and whenever possible or when they are requested to do so, Celbi goes above and beyond simply complying with the provisions set out in the student-worker statute.\r\n\r\nSofia Rebola, a specialist laboratory analyst, completed her pre-Bologna Master\u2019s Degree in 2005. When she joined Celbi\u2019s staff she decided, of her own accord, to start a Chemistry \u2013 Quality and Environmental Control course at the Faculty of Science and Technology, University of Coimbra. She states, \u201cThis Master\u2019s degree was perfectly matched to my job at the time, and it was good way to continue enriching my cultural and professional life.\u201d\r\n\r\nShe immediately took up the company\u2019s offer to starting her PhD at the University of Aveiro. She is now in her second year. \u201cIt\u2019s an excellent personal and professional opportunity which will allow me to develop specific knowledge in the field and is therefore an asset to Celbi.\u201d Being in academia allows her to develop a critical appraisal of the work and of an entire area of knowledge.\r\n\r\nThe company bears Sofia Rebola\u2019s travel costs and university fees. At exam time, the company allows her time to study. Despite this support going back to university hasn\u2019t been easy. According to her, the most difficult aspect of going back to study as a mature adult is managing her time. \u201cMy children are still young and need a lot of attention, so I have to fit my study time around their schedules.\u201d She hopes this effort will enable her to have better opportunities for promotion.\r\n\r\n[image id=\"1096\" format=\"img-header-laarge\"]\r\n\r\n<h2>Personal motivation rewarded after a decade<\/h2>\r\nAnother example of overcoming difficulties and making sacrifices is that of Paulo Caetano, the Training and Organisational Development officer. He has worked at Celbi for 27 years. He used to operate the Demineralization and Water Supply, moved to Operator of Concentrators\/Evaporators and Treatment of Condensates and then to the Cask Boiler which was the last installation that had in the SRE . There came a point when he felt he could learn about an area which interested him and he regarded the degree in Psychology as a challenge. He took the course 11 years ago. He completed it in 2006, and admits it was difficult because he found it hard to keep pace with studying. \u201cThe pace and my work shifts meant many extra hours of studying, which required a lot of effort and even my wife had to make sacrifices.\u201d At that time he already had children and with work and study he wasn\u2019t able to make time to help them. \u201cIt took a few years of effort from my family, and I am fully aware that if it hadn\u2019t been for my wife\u2019s support I wouldn\u2019t have been able to gain my degree.\u201d\r\n\r\nPaulo Caetano acknowledges that Celbi helped a great deal, both in managing his study and exam schedules and in helping his curricular internship. \u201cIt would have been very difficult to complete my degree in Psychology without this support and particularly without the willingness shown by Silva Tavares, who was then the head of the Human Resources Department.\u201d\r\n\r\nWhen he finished the course there were no career improvement prospects. He was always convinced that with a degree other opportunities could arise. Almost 10 years on from\u00a0 completing the course, he was invited to work in Celbi\u2019s Human Resources department and he is now the Training and Organisational Development officer."},"excerpt":{"rendered":"<p>Expanding your knowledge is important at any time of life. For many, taking up studies again as an adult entails much sacrifice and overcoming difficulties. It\u2019s a necessary effort geared towards achieving intellectual growth, working and making a better life.<\/p>\n","protected":false,"raw":"Expanding your knowledge is important at any time of life. For many, taking up studies again as an adult entails much sacrifice and overcoming difficulties. It\u2019s a necessary effort geared towards achieving intellectual growth, working and making a better life."},"author":3,"featured_media":1087,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"_pt_post_content":"Arist\u00f3teles, fil\u00f3sofo grego, referia que \u201cn\u00e3o h\u00e1 s\u00f3 um m\u00e9todo para estudar as coisas\u201d. O engenheiro, cientista e homem da renascen\u00e7a e dos mil of\u00edcios, Leonardo da Vinci, incentivava os seus disc\u00edpulos a ultrapassar a qualidade do mestre. A ideia era promover o estudo para adquirir conhecimento. O saber n\u00e3o ocupa lugar e melhora o desempenho do trabalho de uma pessoa. Por este motivo muitas empresas facilitam aos seus colaboradores\/empregados a possibilidade de melhorarem o seu conhecimento. A Celbi \u00e9 um desses casos. \u00c9 uma das empresas portuguesas que encara o desenvolvimento das compet\u00eancias dos seus\u00a0 olaboradores como um desafio estrat\u00e9gico.\r\n\r\nA melhoria cont\u00ednua e os objectivos de posicionamento da empresa est\u00e3o, para os seus respons\u00e1veis, intimamente dependentes das compet\u00eancias de todos os que nela trabalham, qualquer que seja a \u00e1rea ou o n\u00edvel de responsabilidade.\r\n\r\nEstamos numa sociedade que privilegia as compet\u00eancias e o talento como factor de vantagem comparativa sustent\u00e1vel. A quest\u00e3o central para as empresas mais avan\u00e7adas n\u00e3o \u00e9 tanto o n\u00famero de pessoas que empregam mas a qualidade dos seus recursos humanos.\r\n\r\n\u201cUma empresa n\u00e3o se distingue pelo tamanho do seu efectivo, mas por conseguir atrair e reter colaboradores de elevada compet\u00eancia. Do mesmo modo, um trabalhador n\u00e3o vale pelo facto de estar dispon\u00edvel para trabalhar, mas pelas compet\u00eancias que \u00e9 capaz de oferecer\u201d, diz Ant\u00f3nio Jorge Pedrosa, gestor do departamento de Recursos Humanos da Celbi.\r\n\r\nNesse sentido, saber gerir bem as pessoas e potenciar o seu desempenho \u00e9 hoje o grande diferencial competitivo das organiza\u00e7\u00f5es. Os recentes projectos de investimento, e as consequentes altera\u00e7\u00f5es tecnol\u00f3gicas, tornaram o processo de fabrico da Celbi mais complexo. Tal facto convidou a empresa a adoptar uma estrat\u00e9gia de recrutamento, valoriza\u00e7\u00e3o e qualifica\u00e7\u00e3o dos seus trabalhadores, orientada para enfrentar os desafios futuros. Ant\u00f3nio Jorge Pedrosa refere que \u201cessa estrat\u00e9gia est\u00e1 assente em tr\u00eas vectores: desenvolver as compet\u00eancias, potenciar o desempenho de elevado n\u00edvel e atrair e reter os melhores\u201d.\r\n\r\nO esfor\u00e7o e investimento que a empresa tem realizado na forma\u00e7\u00e3o nos \u00faltimos anos \u00e9 um exemplo. \u201cCom mais de 9.000 horas de forma\u00e7\u00e3o no ano 2017, em \u00e1reas t\u00e9cnicas e espec\u00edficas, relacionadas com o processo de fabrico e de enorme complexidade, ou em \u00e1reas comportamentais e de gest\u00e3o, o objectivo tem sido muito simples: ter os melhores e mais bem preparados profissionais do sector\u201d, diz o respons\u00e1vel.\r\n\r\nNem sempre a realiza\u00e7\u00e3o de programas \u00e0 medida devolve tudo o que a empresa deseja e necessita. H\u00e1 ocasi\u00f5es em que \u00e9 necess\u00e1rio apostar noutras vertentes de forma\u00e7\u00e3o e qualifica\u00e7\u00e3o, recrutando pessoas mais qualificadas ou incentivando e apoiando o regresso dos trabalhadores \u00e0 escola ou \u00e0 universidade. \u201cResultante do trabalho de renova\u00e7\u00e3o do nosso quadro de pessoal, 28% dos trabalhadores da empresa t\u00eam hoje idade inferior a 35 anos e mais de 35% t\u00eam habilita\u00e7\u00f5es de n\u00edvel superior, licenciatura ou mestrado, contrastando com o ano 2010 em que esse n\u00famero era apenas de 24%\u201d, conta Ant\u00f3nio Jorge Pedrosa.\r\n\r\nEsse n\u00famero n\u00e3o \u00e9 alheio ao facto de, nos \u00faltimos sete anos, a empresa ter contratado 35 jovens, para as diferentes \u00e1reas da empresa, com forma\u00e7\u00e3o superior, tendo 24 destes realizado est\u00e1gios curriculares e\/ou profissionais na Celbi.\r\n\r\n[image id=\"1090\" format=\"img-header-large\"]\r\n[blockquote text=\"Um trabalhador n\u00e3o vale pelo facto de estar dispon\u00edvel para trabalhar, mas pelas compet\u00eancias que \u00e9 capaz e oferecer\" author=\"Ant\u00f3nio Jorge Pedrosa, gestor do departamento Recursos Humanos da Celbi\"]\r\n\r\nEm meados do ano passado, a Celbi admitiu quatro mulheres, com forma\u00e7\u00e3o universit\u00e1ria para a sua \u00e1rea de Produ\u00e7\u00e3o, que ap\u00f3s o contacto com a base da opera\u00e7\u00e3o, as equipas e o trabalho por turno, se encontram a cumprir um programa de forma\u00e7\u00e3o espec\u00edfica para a condu\u00e7\u00e3o de diferentes instala\u00e7\u00f5es processuais. Ant\u00f3nio Jorge Pedrosa refere que \u201caquilo que numa primeira impress\u00e3o pode parecer a promo\u00e7\u00e3o da igualdade \u00e9, uma vez mais, o refor\u00e7o das qualifica\u00e7\u00f5es e das compet\u00eancias da empresa\u201d.\r\n\r\n<h2>Encontrar o equil\u00edbrio na vida pessoal, profissional e no estudo<\/h2>\r\nS\u00e3o v\u00e1rios os casos de trabalhadores da Celbi que decidiram regressar \u00e0 escola ou \u00e0 universidade. Alguns por livre iniciativa, outros aceitando o desafio da empresa. Nos \u00faltimos 15 anos, 32 trabalhadores que ainda est\u00e3o no activo regressaram aos estudos, 25 dos quais a cursos superiores.\r\n\r\n\u201cTemos consci\u00eancia de que estudar e trabalhar ao mesmo tempo pode ser um enorme desafio. Se durante o dia-a-dia conjugar estas duas realidades \u00e9 uma tarefa dif\u00edcil de superar, quando a \u00e9poca de exames ou de testes se aproxima, a press\u00e3o aumenta\u201d, reconhece o gestor do departamento de Recursos Humanos, acrescentando que tentam acompanhar, de perto cada caso e, sempre que poss\u00edvel, ou solicitado, a Celbi vai um pouco mais al\u00e9m do que o simples cumprimento do que prev\u00ea o estatuto do trabalhador-estudante. Sofia Rebola, analista de laborat\u00f3rio especializada, acabou o mestrado pr\u00e9-Bolonha em 2005. Quando entrou para o quadro de efectivos da Celbi decidiu, a t\u00edtulo pessoal, come\u00e7ar a tirar o mestrado de Controlo Qu\u00edmico de Qualidade e Ambiente, na Faculdade de Ci\u00eancias e Tecnologia da Universidade de Coimbra. \u201cEste mestrado adequava-se perfeitamente \u00e0s fun\u00e7\u00f5es que desempenhava na altura e foi uma boa continua\u00e7\u00e3o e enriquecimento cultural e profissional\u201d, explica a analista.\r\n\r\nO in\u00edcio do doutoramento na Universidade de Aveiro foi uma proposta da empresa que aceitou de imediato. Est\u00e1 no segundo ano do doutoramento. \u201c\u00c9 uma excelente oportunidade pessoal e profissional que vai permitir o desenvolvimento de um conhecimento espec\u00edfico na \u00e1rea e, consequentemente, uma mais-valia para a Celbi.\u201d O contacto com o meio acad\u00e9mico possibilita o desenvolvimento de um sentido cr\u00edtico em rela\u00e7\u00e3o ao trabalho e a toda uma \u00e1rea de conhecimento.\r\n\r\nA empresa apoia Sofia Rebola nas despesas de desloca\u00e7\u00e3o e nas propinas. Na \u00e9poca de exames, a empresa facilita-lhe o recurso a horas de estudo. Apesar do apoio, retomar o estudo em fase adulta n\u00e3o \u00e9 f\u00e1cil. A analista de laborat\u00f3rio especializada reconhece que o mais dif\u00edcil de voltar a estudar \u00e9 gerir o tempo. \u201cOs meus filhos ainda s\u00e3o pequenos e requerem muita aten\u00e7\u00e3o, por isso tenho de conciliar as horas de estudo com os hor\u00e1rios deles. Espero que este esfor\u00e7o permita ter mais oportunidades de progress\u00e3o na carreira.\u201d\r\n\r\n[image id=\"1096\" format=\"img-header-large\"]\r\n\r\n<h2>Motiva\u00e7\u00e3o pessoal premiada ap\u00f3s uma d\u00e9cada<\/h2>\r\nOutro exemplo de supera\u00e7\u00e3o e sacrif\u00edcio \u00e9 o de Paulo Caetano, t\u00e9cnico de Forma\u00e7\u00e3o e Desenvolvimento Organizacional. Trabalha na Celbi h\u00e1 27 anos. Foi operador da Desmineraliza\u00e7\u00e3o e Abastecimento de \u00c1guas, passou para Operador dos Concentradores\/Evaporadores e Tratamento de Condensados e depois para a Caldeira de Casca que foi a \u00faltima instala\u00e7\u00e3o que teve no SRE. A determinada altura sentiu que podia adquirir conhecimentos numa \u00e1rea que lhe despertava interesse e encarou a licenciatura em Psicologia como um desafio. Tirou o curso h\u00e1 11 anos. Acabou em 2006, admitindo que foram tempos dif\u00edceis por n\u00e3o ter ritmo de estudo. \u201cO ritmo e os turnos de trabalho implicaram muitas horas extras para estudar, o que obrigou a um grande esfor\u00e7o, e mesmo sacrif\u00edcio at\u00e9 por parte da minha mulher\u201d, diz Paulo Caetano. Nessa altura j\u00e1 tinha filhos e entre o trabalho e o estudo n\u00e3o conseguia estar presente para os ajudar. \u201cForam uns anos de grande esfor\u00e7o familiar e tenho a plena consci\u00eancia de que, sem o apoio da minha mulher, teria sido imposs\u00edvel a licenciatura.\u201d\r\n\r\nO t\u00e9cnico de Forma\u00e7\u00e3o e Desenvolvimento Organizacional reconhece que a Celbi o ajudou imenso, quer na gest\u00e3o dos hor\u00e1rios para estudo e exames, quer na execu\u00e7\u00e3o do est\u00e1gio curricular. \u201cTeria sido muito dif\u00edcil concluir a licenciatura em Psicologia sem esse apoio e, principalmente, sem a grande disponibilidade que o ent\u00e3o respons\u00e1vel pelo Departamento de Recursos Humanos, Silva Tavares, demonstrou.\u201d\r\n\r\nQuando finalizou o curso n\u00e3o havia nenhuma perspectiva para melhoraria de carreira. Esteve sempre convencido de que com uma licenciatura poderiam surgir mais oportunidades. Quase 10 anos passados desde a conclus\u00e3o do curso, foi convidado para trabalhar no departamento de Recursos Humanos da Celbi e hoje \u00e9 t\u00e9cnico de Forma\u00e7\u00e3o e Desenvolvimento Organizacional.","_pt_post_name":"voltar-a-estudar","_pt_post_excerpt":"Adquirir conhecimentos \u00e9 importante em qualquer fase da vida. Retomar o estudo \u00e9 para muitos uma prova de sacrif\u00edcio e supera\u00e7\u00e3o. Um esfor\u00e7o necess\u00e1rio com o objectivo final de crescer intelectualmente, trabalhar e viver melhor.","_pt_post_title":"Voltar a estudar","_en_post_content":"The Greek philosopher Aristotle said that \u201cthere is not just one method for studying things\u201d. The engineer, scientist and Renaissance man Leonardo da Vinci would urge his pupils to surpass their master\u2019s quality. The idea was to encourage studying to acquire knowledge. Knowledge doesn\u2019t take up any space and it improves a person\u2019s performance at work. For this reason, many companies help their workers and employees to enhance their knowledge. Celbi is one of those companies. It is a Portuguese company that regards the development of its employees\u2019 skills as a strategic challenge.\r\n\r\nCelbi\u2019s directors see continual improvement and their goals for positioning the company as being very much dependent on the skills of everyone who works there, in whatever field and at whatever level of responsibility.\r\n\r\nWe are living in a society which values skills and talent as a sustainable comparative advantage. The central issue for the more advanced companies is not so much the number of people they employ but rather the quality of their human resources.\r\n\r\nAccording to Ant\u00f3nio Jorge Pedrosa, manager of Celbi\u2019s Human Resources department, \u201cA company isn\u2019t distinguished by the size of its staff, but by whether it can attract and retain highlyskilled workers. Similarly, a worker is not valuable because he or she is available to work, but because of the skills offered.\u201d\r\n\r\nToday, being able to manage people well and enhance their performance is what gives an organisation its competitive edge. Recent investment projects and subsequent technological changes have made Celbi\u2019s manufacturing process more complex. This led the company to adopt a strategy for recruiting, improving and qualifying its workers which is geared towards facing future challenges. Ant\u00f3nio Jorge Pedrosa says that \u201cthis strategy is based on three notions: developing skills, enhancing high-level performance and attracting and retaining the best\u201d.\r\n\r\nThe company\u2019s effort and investment in training throughout the last few years is an example of this philosophy. \u201cWith over 9,000 hours of training in 2017, whether in specific and technical \u00a0areas, relating to the hugely complex manufacturing process, or in areas of behaviour and management, the goal has been very simple: to have the best and most well prepared professionals in the sector.\u201d\r\n\r\nRolling out tailor-made programmes does not always deliver everything the company wants and needs. There are times when investments need to be made in other aspects of training and qualification, by recruiting more qualified people or incentivising and supporting workers going back to college or university. Ant\u00f3nio Jorge Pedrosa states that \u201cAs a result of our work in renewing our staff, 28% of the company\u2019s workers are now under the age of 35 and over 35% of them have higher education qualifications, compared with 2010 when it was just 24%.\u201d\r\n\r\nThis number is not unrelated to the fact that in the last seven years the company has hired 35 young graduates from higher education, to work in different areas of the company. 24 of these undertook internships at Celbi.\r\n\r\n[image id=\"1090\" format=\"img-header-large\"]\r\n[blockquote text=\"A worker is not valuable because he or she is available to work, but because of the skills offered\" author=\"Ant\u00f3nio Jorge Pedrosa, manager of Celbi's Human Resources department\"]\r\n\r\nIn the middle of last year, Celbi admitted four university-educated women to its Production area. After getting to know the basic operation, the teams and the shift work, they are now on a specific training programme to lead different procedural facilities. According to Ant\u00f3nio Jorge Pedrosa, \u201cwhat upon first impression might look like promoting equality is, once again, reinforcing the qualifications and skills within the company\u201d.\r\n\r\n<h2>Finding balance in personal and professional life and study<\/h2>\r\nThere are several cases of workers at Celbi who decided to go back to college or university. Some by their own volition, others urged by the company. Over the last 15 years, 32 workers \u00a0who are still on the staff went back to school, 25 of which are taking higher education courses.\r\n\r\nThe Human Resources manager acknowledges the difficulties. \u201cWe are aware that studying and working at the same time can be very challenging. On any given day it is difficult to reconcile both these focuses of attention, and when exam time is approaching the pressure increases.\u201d He adds that they try to keep a close eye on each case, and whenever possible or when they are requested to do so, Celbi goes above and beyond simply complying with the provisions set out in the student-worker statute.\r\n\r\nSofia Rebola, a specialist laboratory analyst, completed her pre-Bologna Master\u2019s Degree in 2005. When she joined Celbi\u2019s staff she decided, of her own accord, to start a Chemistry \u2013 Quality and Environmental Control course at the Faculty of Science and Technology, University of Coimbra. She states, \u201cThis Master\u2019s degree was perfectly matched to my job at the time, and it was good way to continue enriching my cultural and professional life.\u201d\r\n\r\nShe immediately took up the company\u2019s offer to starting her PhD at the University of Aveiro. She is now in her second year. \u201cIt\u2019s an excellent personal and professional opportunity which will allow me to develop specific knowledge in the field and is therefore an asset to Celbi.\u201d Being in academia allows her to develop a critical appraisal of the work and of an entire area of knowledge.\r\n\r\nThe company bears Sofia Rebola\u2019s travel costs and university fees. At exam time, the company allows her time to study. Despite this support going back to university hasn\u2019t been easy. According to her, the most difficult aspect of going back to study as a mature adult is managing her time. \u201cMy children are still young and need a lot of attention, so I have to fit my study time around their schedules.\u201d She hopes this effort will enable her to have better opportunities for promotion.\r\n\r\n[image id=\"1096\" format=\"img-header-laarge\"]\r\n\r\n<h2>Personal motivation rewarded after a decade<\/h2>\r\nAnother example of overcoming difficulties and making sacrifices is that of Paulo Caetano, the Training and Organisational Development officer. He has worked at Celbi for 27 years. He used to operate the Demineralization and Water Supply, moved to Operator of Concentrators\/Evaporators and Treatment of Condensates and then to the Cask Boiler which was the last installation that had in the SRE . There came a point when he felt he could learn about an area which interested him and he regarded the degree in Psychology as a challenge. He took the course 11 years ago. He completed it in 2006, and admits it was difficult because he found it hard to keep pace with studying. \u201cThe pace and my work shifts meant many extra hours of studying, which required a lot of effort and even my wife had to make sacrifices.\u201d At that time he already had children and with work and study he wasn\u2019t able to make time to help them. \u201cIt took a few years of effort from my family, and I am fully aware that if it hadn\u2019t been for my wife\u2019s support I wouldn\u2019t have been able to gain my degree.\u201d\r\n\r\nPaulo Caetano acknowledges that Celbi helped a great deal, both in managing his study and exam schedules and in helping his curricular internship. \u201cIt would have been very difficult to complete my degree in Psychology without this support and particularly without the willingness shown by Silva Tavares, who was then the head of the Human Resources Department.\u201d\r\n\r\nWhen he finished the course there were no career improvement prospects. He was always convinced that with a degree other opportunities could arise. Almost 10 years on from\u00a0 completing the course, he was invited to work in Celbi\u2019s Human Resources department and he is now the Training and Organisational Development officer.","_en_post_name":"back-to-college","_en_post_excerpt":"Expanding your knowledge is important at any time of life. For many, taking up studies again as an adult entails much sacrifice and overcoming difficulties. It\u2019s a necessary effort geared towards achieving intellectual growth, working and making a better life.","_en_post_title":"Back to college","edit_language":"en","footnotes":""},"categories":[4],"tags":[16,95,35,136],"class_list":["post-1084","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-pessoas-altri","tag-celbi","tag-edicao-2","tag-formacao","tag-recursos-humanos"],"acf":[],"_links":{"self":[{"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/posts\/1084","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/comments?post=1084"}],"version-history":[{"count":5,"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/posts\/1084\/revisions"}],"predecessor-version":[{"id":1645,"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/posts\/1084\/revisions\/1645"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/media\/1087"}],"wp:attachment":[{"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/media?parent=1084"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/categories?post=1084"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/conteudos.xl.pt\/altri-news\/en\/wp-json\/wp\/v2\/tags?post=1084"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}