Van Gogh's Impressionism exhibited in Rome with Acea
We encourage personal growth based on training and the development of personal and professional skills and use assessment systems that are best able to incentivate our staff.
In a business like ours skills play a strategic part in the Group's to growth. This is why our internal processes for the valuation of human capital are based above all on training and development and on good assessment processes.
With this in mind, we outlined our "Leadership Model" as a value and behavioural frame of reference, for the development staff and the achievement of strategic objectives.
We organise personal development, starting with the Group’s strategic objectives - industrial growth, the territory, innovation and quality, operational efficiency – and individual needs in terms of know-how. The companies use the e-learning platform Pianetacea to map training requirements and, based on these, we design targeted training courses. In particular, since the start of lockdown following the health emergency, the digital platform has been made accessible to the entire company population, ensuring massive staff training.
Training can be grouped into four categories:
Click here to learn about the projects we have developed for the valorisation of our skills.
We are committed to the creation of a culture increasingly based on merit, encouraging the continual improvement of our staff in line with Group values. With this in mind, our Performance Management system has been designed in order to:
We intend performance in a global sense as a group of directly measurable results, and a person’s observable behaviour with respect to a specific objective.
We apply long-term incentive systems, such as our Long Term Incentive Plan (LTIP), reserved for managers holding strategic roles and responsibilities (CEO and senior management), and short-term (annual) incentive systems, such as Management by Objectives (MBO) applied to top and middle managers, based on the achievement of individual and Group objectives and compliance with the conduct required by the Leadership Model. For both these systems, in 2021 a composite sustainability objective was introduced.
Middle management, office staff and workers (including apprentices) also receive an annual performance bonus: this financial compensation is awarded to employees in recognition and sharing of the good results achieved by the company. Following the implementation of the Welfare Plan, employees can convert the performance bonus into a wide range of welfare services (flexible benefit) also extended to families.
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