PORTEL in depth: managing talent and building valuable relationships

A company’s organizational structure is the basis that defines its savoir faire. In the case of PORTEL, because of its technological nature, the company revolves around four main areas: sales, administration and human resources, technology and innovation. This virtual internal division allows developing the projects in a simple, streamlined and smooth manner, especially when it comes to interacting with external actors. In this article we talk to the directors of the first two areas to learn about their values and challenges.

Human Resources: The DNA of PORTEL

One of the keys to the success of a company is an appropriate talent management, which is very necessary, especially in the field of software development. “At PORTEL, we try to train and to motivate our employees every day, therefore we pay maximum attention to details so that they feel at home” says Enrique JiménezDirector of Administration and Human Resources.

For example, currently at Human Resources, they’re working to achieve a total adaptation to the new offices and to make the employees feel comfortable with the change. Some of the measures which are being implemented in this regard is to ”institute a flexible remuneration policy similar to the one that already exists in the group, as well as to finish defining the employee portal to facilitate the relationship and communication between the employee and the company” adds Jiménez. Furthermore, they’re also working on a new variables policy “that reaches more people so that we keep building the company together and everybody feels involved with its success”, Enrique Jiménez concludes.

Sales: beyond the sales contract

Even if PORTEL’s sales division is centralized in the Madrid main office, there’s fieldwork personnel collaborating in the commercial efforts in the area where they are located. “Within the Madrid staff, at national level, there’s a geographical distribution of the sales accounts where every Port Authority is the core of each area. On an international level, the sales efforts extend not only to the department itself, but the staff of the Innovation area and the CEO himself also engage in activities which complete the commercial activity”, explains Daniel MerinoSales Director.

One of the challenges that the sales department faces daily is to be able to combine the purely commercial objective “which is easier to measure or value beforehand” with other activities “which is to satisfy the clients by attending to them even more, if possible, after signing the sales contract. This entails coordination and monitoring with the colleagues in the technological areas and implies making them aware of the fact that the whole company is involved in the commercial activity, from the first moment when the person operating the switchboard answers a call”, Merino concludes.

Four different specialties, although working hand in hand with a common goal: customer satisfaction, excellence and employee welfare. Because at this moment, in the 21st century, the corporate culture finally takes on a very important dimension and caring for it ensures impeccable results and firm steps towards the future.