Benefits of employee development programmes
Insourcing and re-employment
Poste Italiane’s “Insourcing and Re-Employment” project aims to re-employ, on outsourced activities, internal Group personnel who, as a result of organisational initiatives and/or production-digital developments, are not allocated to fully productive/value-added areas.
The programme, designed to train and provide new skills with a view to professional growth and flexibility, was also dedicated to the re-employment of “workers in a condition of fragility” within the meaning of current legal provisions who, unable to work on company premises in relation to health emergencies, found different employment to protect health and safety in the workplace. The re-employment of internal staff allows for the in-house management of previously outsourced activities, with benefits both in terms of maximising productivity and saving on the income statement, which in 2023, stood at €36.8 million, enabling the reduction of the recourse to external supplies.
During 2023, 2,500 people were interviewed, of whom 1,684 (equal to 1,561 FTE) were redeployed within the targeted functions/areas of re-employment through reskilling and training aimed at enrichment and acquisition of new knowledge. The programme was very successful among the employees.
Best Performer Development Programme
Dedicated to resources identified as “best performers”, the programme aims to strengthen the participants’ soft skills profile, increase personal awareness and make people aware to take responsibility for their own professional development.
Specifically, the programme provides diverse individual development paths such as, for example:
- scouting processes (MLAB; POP; Smart assessment, Talent Review, etc.) functional to bring out talented resources;
- competence development initiatives (Coaching; Mentoring; Counselling, etc.) functional to accompany people in their growth and accelerate their development in relation to company and business needs;
- engagement activities (INSIEME 24SI) and putting into play a self-entrepreneurial and innovative approach to contribute to the realisation of the company’s strategic objectives.
In general, the programme leads to the empowerment of participants’ competencies, leading to a competitive advantage of the company in the market, and is linked to broader business benefits in terms of engagement, motivation and sense of belonging of the resource to the company. The path to the development of the best performer target in 2023 led to benefits both in terms of containing the absenteeism rate and the impact on the turnover rate on a voluntary basis with exit from the Company. Furthermore, the enhancement of the skills of the programme participants led to promotions within the target group involved and an increase in the turnover generated.
As evidence of these benefits, the following results were achieved in 2023, with reference to the best performers target:
- absenteeism rate of 1.66 % compared to Poste Italiane’s absenteeism rate of 3.9 %, to be understood as referring only to sickness in 2023, net of Covid;
- turnover with voluntary resignations constituted by about 1% of the best performer target compared to about 2% at Group level, with reference to the resignation case in 2023;
- promotions in 2023 equal 12% of the best performer target compared to 6% at Group level;
- 53% of the target group surveyed reported a superior/excellent performance rating.