Training and Development

CULTIVATING TALENT, BUILDING THE FUTURE.

WE BELIEVE THAT EVERY PERSON HAS THE POTENTIAL TO CONTRIBUTE IN A UNIQUE AND DECISIVE WAY TO OUR EVOLUTION.

At Fincantieri, training and development are strategic levers of the Talent Management model, allowing us to recognize potential, strengthen skills and generate a concrete long-term impact.

Our commitment translates into the promotion of continuous and widespread learning, with tailored paths designed to enhance our people and make them active protagonists of change. At the center is a culture based on recognition, dialogue and trust: with transparent evaluation processes, constant feedback and targeted growth opportunities, we build a careful and inclusive work environment that connects individual aspirations and collective vision.

THE NUMBERS OF OUR COMMITMENT

Every year we invest with conviction in a broad, transversal and increasingly personalized training offer.

The hours delivered, the investments made and the participation recorded are proof of a corporate culture increasingly oriented towards continuous learning, the improvement of transversal skills, and the evolution of professional profiles, in line with the challenges of ecological and digital transition.

+598,000 TRAINING HOURS DELIVERED

+7.7 MILLION EUROS INVESTED IN TRAINING, COACHING AND MENTORING PROGRAMSFORMAZIONE, COACHING E MENTORING

93% EMPLOYEES TRAINED

26.5 AVERAGE TRAINING HOURS PER CAPITA

AN OFFER DESIGNED TO GROW, INNOVATE AND SHARE

Thanks to the introduction of new e-learning platforms and the strengthening of in-person initiatives, the offer covers all the main strategic areas: the more than 184,100 hours of training delivered on health and safety demonstrate the constant attention to people’s well-being, while initiatives dedicated to DE&I and human rights have involved 30% of the company population. Increasingly relevant are the paths dedicated to ecological and digital transition, as well as projects aimed at the onboarding and development of young talents.

FINCANTIERI CORPORATE UNIVERSITY

Our Corporate University is the beating heart of managerial development at Fincantieri. Designed to enhance strategic technical and managerial skills, it accompanies our people through the different phases of their professional journey, in line with business evolution and sector challenges.

In 2024, thanks to collaboration with prestigious Italian business schools and internal instructors, more than 30,000 hours of training were delivered and over 900 people were involved in training paths dedicated to different career stages:

Academy: dedicated to new hires, facilitates integration through internal and external testimonials and experiential workshops
New Management Program: strengthens the skills of newly appointed managers, focusing on leadership and effective management
Fincantieri Next: offers a comprehensive view on strategic topics of contemporary management, stimulating new approaches in areas such as strategy, innovation and sustainability
Xcellence Program: deepens advanced Project Management methodologies, in collaboration with MIP Politecnico di Milano
Specialist Academies: such as Procurement Academy, Financial Academy, NextGen Academy and Project Management Academy, aimed at specific professional areas of the Group

T.E.D. TRAINING

T.E.D.¹ is about to restart, the training programme funded by the Fondo Nuove Competenze, dedicated to the Ecological and Digital Transition, with an additional focus this year on corporate welfare and organisational well-being.

This is a structured and strategic training plan – part of the “Fondo nuove competenze – Competenze per le innovazioni” (New Skills Fund – Skills for Innovation) initiative, a Europe 27 project within the National Programme Youth, Women and Employment 2021–2027, co-funded by the European Union – designed to help us acquire new skills and continue to play a leading role in an ever-evolving environment.

The T.E.D. programme will involve over 5,000 people from 15 companies within our Group² and some companies from the supply chain.

With the launch of this programme, we reaffirm our commitment to developing new skills and fostering the professional growth of our people, through innovative training initiatives aligned with the guidelines of our Industrial Plan and with the future we aim to build for Fincantieri.

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_{Fincantieri S.p.A., Cetena, E-PHORS, Fincantieri Infrastructure, Fincantieri Infrastructure Opere Marittime, FINSO, SOF, Fincantieri Nextech, I.D.S., Issel Nord, Marine Interiors, Orizzonte Sistemi Navali, Isotta Fraschini Motori, Fincantieri SI, WASS}

SAFETY ACADEMY

Our Safety Academy aims to promote a culture of safety through training programs dedicated to health, safety and environment. The courses, both mandatory and specialized, cover topics such as confined spaces, smart working and safety leadership. In 2024, over 184,100 HSE training hours were delivered, with a 13% increase compared to the previous year.

SOFT SKILLS

We continuously invest in the development of transversal skills, considered key factors to strengthen individual and organizational effectiveness. The paths activated within Learning for Future, our training campus, include modules on effective communication, time and stress management, progressive leadership, conflict management and collaboration in virtual teams. The offer also includes training capsules on continuous feedback, communication workshops, project management, innovation mindset and complexity management. The spread of these skills aims to create a culture oriented towards continuous improvement and collaboration, in a constantly evolving professional context.

E-LEARNING & SELF-LEARNING

Our Training Campus hosts a wide e-learning platform structured in thematic virtual environments and personalized paths. The available content ranges from courses on health, safety and environment to technical, linguistic, managerial, digital and ESG topics. In 2024, the offer was further enriched with courses on naval design, Office and SAP tools, Power BI, environmental regulations, risk management, compliance and Legislative Decree 231/01. The approach aims to stimulate self-training and personal responsibility, fostering a culture of lifelong learning within the Group.

GROWTH OF YOUNG TALENTS

Through an integrated approach that combines training, mentoring and job rotation, we support high-potential young people in personal and professional growth paths, accelerating their ability to generate value and drive change within the company.

The two-year Talent On Board project is one of the main development tools for young talents. Each participant has a tailored growth plan that includes job rotations, technical and managerial training, English language courses and a leadership program. Each young talent is supported for 24 months by a Mentor, a senior manager of the Group, with whom they share a defined growth path that is periodically monitored.

Structured over 30 months, the Graduate Program is aimed at students and recent graduates in Management Engineering and Economics under 30. The growth path consists of job rotation experiences in Italy and abroad, with a focus on the CFO and Procurement and Supply Chain areas, classroom training, English language courses and participation in the International Academy.

EVALUATION, DEVELOPMENT AND FEEDBACK CULTURE PROCESSES

Performance evaluation and potential assessment are strategic tools to enhance people and support the organization’s growth. Through structured and transparent processes, we measure results, behaviors and competencies while identifying the abilities and attitudes that express future development potential.

The goal is to promote a feedback culture and continuous improvement, guiding personalized growth paths, career plans and targeted training initiatives. In this way, evaluation becomes not only a moment of analysis but a lever for engagement, development and sustainable performance for the entire organization.

360° EVALUATION

To further enrich the depth and effectiveness of the methodology, 360° Evaluation has also been introduced, a process based on transparent comparison between self- and external evaluation involving, in addition to the person concerned, hierarchical managers, colleagues and collaborators. This approach allows for a multifaceted and objective picture of the skills demonstrated, enabling a more complete reading of strengths and areas for improvement.

FEEDBACK FOR FUTURE

At the heart of our growth model, we are committed to building and spreading a feedback culture through the Feedback for Future program, which promotes a work environment open to dialogue and grounded in trust, continuous communication, and mutual respect.

Within this context, the role of 360° Feedback is strategic. It is a development tool designed for people managers and focuses on assessing the core competencies required to lead a team, such as giving feedback, delegation, managing and developing team members, and recognizing others. The tool enables a comparison between self-assessment and feedback from others, highlighting strengths and areas for improvement, which serve as inputs for activating subsequent self-development actions.