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Developing our talent and acquiring new knowledge is vital to guarantee the changes and challenges assumed by Promigas and its affiliates.​

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We have focused efforts to train our staff in values, transformative leadership and capacities, taking into account priorities, which respond to our immediate and future challenges, such as innovation; diversity, equity and inclusion; decarbonisation; digital transformation; customer focus; and security and cybersecurity. ​


Below are the training hours that were taught in 2024 in: Energy Transition, Digital Transformation and Innovation.

  • As to Energy Transition, 1.732 training hours were offered in topics such as, hydrogen, biomethane, new technologies related to the implementation of new energies, among others. 

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  • As to Digital Transformation, 3.608​ training hours were offered in topics such as, data analytics, big data, P​ower BI, drones, among others.

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  • In Innovation ,3.683​ hours were taught on topics related to strengthening innovation skills​. 



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We continue with our Human Talent Program, which is focused 100% on leaders, this program aims at having information that facilitates the attracting of talent, mobility decisions, design of individual strategies and preparation of career and succession plans. We have a new performance evaluation model, which allows us to focus on and guide the development of our competencies to reach the required performance level to continue growing.​

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Training and development indicators ​



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Impact of the Cultural Strengthening and Change Management Program


The culture strengthening and change management program at Promigas had a decisive impact on the consolidation of culture and change management as a strategic enabler of human talent. Through training, communication, and leadership activities, we were able to far exceed the goals set for measuring change adoption. The results that demonstrate the effectiveness of the process are our culture measurements: 

  • ​A: Awareness of the need for change: 4.58 (goal: 4.0).
  • D: Desire to embrace the culture: 4.69 (goal: 4.0).
  • K: Knowledge to adopt the culture: 4.47 (goal: 4.0).
These results, measured using PROSCI's ADKAR methodology, reflect a cultural adoption rate of over 115% of the target, ensuring that employees not only understood the transformation, but also internalized it and turned it into everyday practice.

These results, measured using PROSCI's ADKAR methodology, reflect a cultural adoption rate of over 115% of the target, ensuring that employees not only understood the transformation, but also internalized it and turned it into everyday practice.

The impact goes beyond the indicators: this program has enabled more than 2,200 employees in Colombia and Peru to strengthen their alignment with corporate values and with the purpose of being energy that drives development, thus ensuring the organization's ability to anticipate and respond quickly to the challenges of energy transition, innovation, and sustainability.

Likewise, leaders were protagonists in the process, consolidating Promigas as a company with a coherent, resilient culture prepared for the challenges of 2040.

Strategic programs for senior management


The Corficolombiana Leadership School has been a key pillar in the training of our employees, generating spaces to develop strategic skills necessary for organization in an environment of change. In 2024, Promigas actively participated in leadership programs - 22 Promigas employees attended the "Leading for Today" and "Developing your Potential" courses taught by Corficolombiana-, Extending coverage to subsidiaries in order to multiply the training effect throughout the portfolio.

Leadership and Strategy School:


Objective: to train leaders in the critical strategic leadership skills needed to guide the organization in a dynamic global environment.

Corporate Finance:


Objective: to provide leaders with the tools they need to make informed strategic financial decisions, improving the organization's operational efficiency and competitive position in the market.

​​Performance Evaluation

On a yearly basis, a performance evaluation is made in Promigas and in affiliated companies, based on:

  • Management by objectives evaluation, through performance indicators.​
  •  Multidimensional performance evaluation, through corporate and technical competencies. 





Promigas provides tools and training opportunities for leaders to conduct agile and valuable conversations. In 2024, specific workshops were held on valuable conversations and feedback, strengthening their ability to listen, give feedback, and make decisions in the moment. This has had an impact on the quality and effectiveness of interactions between teams, promoting trust, collaboration, and better results, which is reflected in a work environment index of 87%.

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​Results of Corporate Competencies Evaluation 2024​


The performance evaluation is made every year, by means of a ​​360° methodology (evaluation by immediate boss, self-evaluation, by a peer and by a client) Corporate competencies, technical competencies and indicators of individual and collective results are all considered. Results reflect a growth in outcomes regarding the measurement of the previous year. A total of 714 women and 1.227 men were evaluated, for a total of 1.941​ employees​ Reaching 91,58​​% in average shows the level of excellence of our human talent in the performance of his/her job.​

​The results of these evaluations are shared between the boss and the employee, via feedback throughout the period, nevertheless, yearly spaces are opened, and when gaps appear, individual development plans are put in place​


Percentage of employees rec​eiving regular performance and professional development evaluations

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Ethics and compliance as part of our performance evaluation​


In our company, ethics and compliance are essential to our culture and performance evaluation. We value both results and integrity in how they are achieved. From day one, everyone knows and practices our ethical standards, and in our performance assessments we consider how these principles have been integrated into daily work.​ ​​​

​Within our Competencies Model, we incorporate the “WE ACT ETHICALLY AND RESPONSIBLY" competence, in which we evaluate the following behaviors:​





Among the performance indicators of our employees, which have an impact on their variable remuneration, we also have a Compliance Indicator. This indicator evaluates defined dimensions for the protection and minimization of the risks in which it may be incurred, thus ensuring strict compliance with the legality, ethics and integrity of our employees. We assess the following:

 

Climate commitmen​t​


In the context of climate change and industrial changes, we have implemented training and retraining spaces aimed at strengthening the skills of our employees. Through programs such as the DSS+ Sustainability and Accompaniment Phase, training has been developed at different levels of the organization to ensure that employees have practical tools to adapt to new challenges in the sector. 

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