A large part of the Museum’s success is due to the efforts of the people who work in the different departments. The following action areas deserve a special mention within the human resource management policies:
Over the years, the Guggenheim Museum Bilbao has maintained a career development policy either through on-going training that allows job performance to be enhanced or by providing new knowledge that makes staff capable of subsequent promotion in line with their development according to personal and professional profiles.
Training actions within this area are individually identified for each person by taking his or her own career development into account.
Career development within the Museum has also implied the implementation of tools that favor people’s versatility. This, in turn, contributes to professional growth and job satisfaction among employees.
In keeping with this criterion, the Museum has maintained a policy of promoting staff within the organization over the years. Temporary and permanent vacancies are filled by internal staff whenever possible.
Furthermore, in order to anticipate other types of temporary needs, several selection processes have been launched to cover eventual needs of personnel.
Conciliation and efr
One of the human resources management policies of the Guggenheim Museum Bilbao is to harmonize job productivity with staff members’ personal satisfaction. Facilitating and fostering conciliation of family and professional life is of great importance for us.
Thus, the Guggenheim Museum Bilbao obtained in July 2010 the EFR Certificate acknowledging the Museum’s commitment to family-professional life conciliation, its methodology and management system.
Achieving the highest satisfaction of the staff by conciliating family and professional responsibilities, while guaranteeing the service the Museum has to offer at all times, is the main objective.
At the same time, the Museum has analyzed, discussed, and worked on this area through the Óptima group. Operative since 1999 and made up of representative staff members in terms of professional category, gender, and marital status, the objectives of this group have been reformulated to cover the broadest perspective possible, including conciliation related to gender as a methodological option to be integrated into Museum activities.
With the Museum’s express endorsement, an analysis was conducted within this new framework which concluded that the Museum’s gender system is equitable, fair, and solidary, and detected new objectives and possible areas of equality and conciliation on which to continue working.
In this sense, the first reduced work schedules for childcare have already been approved for male Museum employees who, although few in number, are qualitatively significant, since this demonstrates the degree of awareness and commitment to co-responsibility in family care among Museum staff.
Following along this line of work, new equal-opportunities items have been identified and an Equal Opportunities Plan has been elaborated, thus evidencing and enhancing the Museum’s commitment in this regard.
Aware of the importance of being a benchmark in this kind of policies, the Museum has taken part in a number of workshops, seminars, and encounters in the past two years, and has maintained work meetings with corporations and institutions of various sectors in order to share our experience in this area and thus contribute to social innovation.
Health and safety
Guaranteeing the health and safety of the people who work at the Guggenheim Museum Bilbao is also one of its top priorities.
Therefore, the organization continues to make progress in this area through the methodology established in the Museum’s Integral Safety and Health Plan, which makes it possible to prevent and reduce workplace accidents by detecting risky situations and underlying causes and taking corrective measures when necessary and possible to achieve an increasingly safer workplace environment.