Training and development activities are key elements of the Talent Management process, which aims to enhance the potential of human resources, increase the skills and competences of people and keep the focus on engagement and involvement.

We constantly promote tailored training activities aimed at expanding and updating the skill set needed to keep up with the new technologies available on the market. We also invest in training activities aimed at developing essential project management, innovation management and promotion, as well as change management skills. Moreover, we offer training paths on soft skills such as leadership, teamwork, emotional intelligence, and advanced communication. Every year the training programs are reviewed and updated on the basis of the gaps emerging from the evaluation processes and the skills necessary to oversee the businesses in which the Company operates with the aim of ensuring a training offer consistent with the needs of resources and with the Group’s strategic objectives.

 

In 2021, Fincantieri invested 5.1 million euros in training, coaching and mentoring programs with the aim, on the one hand of enhancing and disseminating the Group’s distinctive know-how and, on the other, developing and enhancing new cross-functional skills with a view to continuous training.

 

Furthermore, in order to create a growing synergy between the labour market, educational institutions and training, in 2021 we consolidated our collaborations with secondary schools, universities and business schools.

Over the years, prioritizing growth from within, we have built a network of talents and professionals ready to face new scenarios and work challenges with a strong orientation towards business development and sustainability.

As part of the One Vision project - which aims to encourage and accelerate the global adoption of a single Group culture - in 2021 we developed a new Skills Model common to all companies. Its aim is to guide people’s behaviour in line with the Company’s strategy, culture and values, aligned with the current competitive environment, but projected onto evolving scenarios. The Skills Model, called the Excellence Map, represents the basic reference for the main HR processes, such as recruiting, development, training and evaluation, and ensures transparency in the definition of career paths consistent with people’s skills and expectations.

The main training projects are set out below:

CORPORATE UNIVERSITY

Fincantieri Corporate University is the managerial training school of the Group, run in partnership with the main Business Schools in Italy. The aim of Fincantieri Corporate University is to foster employees in their individual development paths improving the core competencies to fill Company roles of greater responsibility and create a strong sense of belonging and group spirit. During 2021, over 19,000 hours of training were provided in the Corporate University, with the involvement of 440 participants.

 

The training courses provided as part of the Fincantieri Corporate University are:

  • Academy: addressed to recently hired resources with the aim to promote integration within the Company through internal / external testimonies and experimental workshops.
  • Competency Management: training courses addressed to recently or soon to be middle managers that aim to enhance critical managerial competences and spread a consistent culture and sense of belonging.
  • New Management Program: training courses addressed to recently or soon to be managers with the aim to spread Fincantieri’s managerial culture and to strengthen the distinctive competences needed to hold a managerial position.
  • Fincantieri Next: path of high managerial formation that aims to introduce a 360 overview of the most current scenarios and orientations of enterprise management, with the objective to promote new approaches and perspectives in scopes such as strategy, innovation, sustainability, digital transformation, and intercultural leadership.
  • Xcellence Program: managerial training courses addressed to the Company’s middle and senior managers on topics such as project management, advances in manufacturing management, eye-opening seminars.
  • Project Management Academy: training offer that aims to accelerate the induction process and strengthen the specific competences and knowledge required to resources belonging to the Project Management team. The training offer is preparatory for attaining the Professional Project Management certification issued by the Project Management Institute (PMI).

ITEACH

Starting from 2020, a training offer dedicated to the new digital technologies is available to Fincantieri employees. The offer was developed as part of the Fincantieri for the Digital Future project, with the goal of encouraging the improvement of the existing professional skills and the development of new professional competence on the subject of digital skills.

SUSTAINABILITY TRAINING

To testify the importance of sustainability for Fincantieri, and with the objective to increase the sensibility of the resources on this topic, in line with the 2018-2022 Sustainability Plan, the Corporate University gave particular emphasis to sustainability issues by including dedicated modules in the "Academy", "Competency Management", “Fincantieri Next”, "Xcellence Program" training programs which are aimed at a large population with different seniority.

Between 2019 and 2021, more than 650 employees were trained.

 

Moreover, within the change management project “Fincantieri for the Future”, specific initiatives have been initiated to promote sustainability, to raise employee awareness on issues related to environmental risks and to encourage eco-sustainable behaviors: "Fincantieri for the Green Future". The goal is to make Fincantieri’s resources protagonists of a continuous improvement path and provide them with the necessary tools to make a concrete contribution in terms of environmental protection. For this reason, an e-learning course focused on environmental sustainability was provided to the employees of Fincantieri and the Italian subsidiaries with the goal to improve awareness on sustainability. The main topics of this e-learning course are the reference regulatory framework, the management system applied by Fincantieri, the implementation of a Company sustainability policy and the eco-sustainable behaviors to adopt daily. Further training actions are provided to a specific professional figures who need to deepen the regulatory aspects linked to environmental legislation in order to provide practical tools crucial for a sustainability working life.

PEOPLE DEVELOPMENT

The training activities and the evaluation and development processes carried out during 2021 and the evidence that emerged from them were the basis on which to carry out people review activities, a fundamental management tool for enhancing human capital and defining professional growth paths and succession plans for key positions. These are updated on an annual basis in order to ensure the Group’s continuity and competitiveness and to identify any new talent to be included as “successors”.

People development activities also enable “high potential” people to be identified, namely resources with greater potential and usefulness in the Company, on which to invest using defined growth paths, job rotation, national and international mobility actions, training actions, coaching and mentoring paths, so that in the future they can play key roles in driving the business.

 

Young resources with high potential are included in the Talent Project designed for them. Since 2020, 3 editions of the project have been launched involving 114 young people. A professional development path is defined within the company for each participant. This path includes a short and medium-term growth plan with job rotation and mobility actions (also abroad), specific training that focuses on both technical and leadership skills and participation in a mentoring program lasting two years.

In order to further encourage mobility, especially international mobility (during 2021, 239 resources were involved in mobility actions, in Italy and abroad), structured job rotation programs were developed to which all employees, both experienced and junior, have access. These projects, launched through the internal job posting platform, aim to enhance internal resources, promoting the development of new experiences and knowledge and the growth of technical and cross-functional skills. During 2021, there were 17 international job rotation opportunities at the Group’s offices in the United States, Indonesia, China and Qatar, in addition to the program promoted by the U.S. subsidiary, Fincantieri Marine Group, with the aim of offering a pool of employees the opportunity to gain professional experience at one of the Group’s Italian offices.

WHICH OBJECTIVES DO WE HAVE ON THIS TOPIC?

DEVELOPMENT AND SAFEGUARDING OF HUMAN CAPITAL: 2018-2022 Sustainability Plan objectives and targets

Commitments Objectives Description/ Target Benefits Status Timetable

Promotion of growth, training and enhancement of human capital

Include a sustainability module in the Fincantieri Corporate University training programs

Implement training modules on sustainability, as part of the training given by the Fincantieri Corporate University (Academy, Competency Management, PM for Staff, PM Advanced)

 

Include 1 module on sustainability per course

Raise staff awareness of sustainability issues

 Achieved

 

The Corporate University’s training programs include a module dedicated to sustainability issues.

2020

Constant collaboration and cooperation in an inclusive and international context in order to encourage the exchange of ideas, opinions and experiences and the development of multidisciplinary skills

Collect proposals and improvement initiatives with regard to sustainability from employees and implement them (FincantieriON project)

Activate, as part of the FincantieriON project, the implementation of sustainability initiatives proposed by employees with the aim of ensuring the active involvement of personnel

 

Implement at least 4 of the most innovative ideas of employees in Italy

Increase the active involvement of employees, contributing to the creation of a cooperative climate, and exploit the innovative benefits arising from implementing winning ideas

 Achieved

 

In 2021, feasibility studies were initiated for the four “green” projects selected among over 370 ideas within the FincantieriON project. The winning ideas are the following: the use of ammonia as a possible alternative for “green” ship propulsion, the installation of photovoltaic panels on the shipyard areas, the use of motion-sensor lights, and generalized relamping interventions.

2021

 

Conduct regular climate surveys on employees

Conduct periodic surveys to update the risk analysis of work-related stress

 

Over a period of 4 years, analyse the work-related stress risk on 100% of Italian yards and subsidiaries

Map risk factors and identify possible improvement plans

to-be-implemented To be implemented

2024

RELATED TOPICS

Human resources responsibility

Our people

Group Conduct agreement

Diversity and equal opportunity

Health and safety

Our initiatives for Covid-19

Remuneration

Company welfare

Business Ethics

Training

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