Finmeccanica operates within a dynamic and increasingly competitive global
market, which requires constant attention in order to ensure the technical,
professional and managerial competencies of its resources remain competitive.
Training therefore aims to foster the personal and professional growth of
resources in line with corporate objectives. Building oneīs own future day by
day also builds the future of the Group as complex challenges are tackled on a
daily basis.
In the last few years Finmeccanica has created an integrated training and
knowledge management system that aims to attract and develop Talent, to share
existing excellence and to accompany and guide the entire company along its
road to professional growth.
Training initiatives are promoted and carried out at both Corporate and entity
level in order to guarantee maximum integration and at the same time maximum
distinction between businesses.
At corporate level the "institutional" initiatives and paths dedicated to the
consolidation and/or dissemination of know-how of interest across the board
are divided into three main areas:
1. Group Identity
The initiatives implemented contribute to the development of a distinctive
"Finmeccanica" cultural model. While they respect the Identity of the various
entities in the Group, they also foster integration, which helps to promote
specific capabilities and professional competencies that respond to the
international business objectives.
The
Business Culture Project is particularly interesting. It analyses
the culture, values and atmosphere of a given company. Its aim is to identify
and develop cultural convergence that is consistent with the Groupīs strategic
Drivers, in order to make them the strong points in the process of change and
contribute to the development of a distinctive Finmeccanica Identity. The
project collects information by means of qualitative and quantitative
analyses, and defines and implements improvements that bring peopleīs
motivations and behaviours in line with the corporate objectives. This takes
place both at Group level and within the individual Companies.
2. Continuous Skills Development
Permanent international training system targeting different populations,
involving the various stages in peopleīs professional development with the
focus on lifelong learning.
Some examples of the main activities by group are shown below.
-
YOUNG PEOPLE- Induction courses for all graduates newly hired by Finmeccanica
Companies worldwide to instruct them in the extremely complex, dynamic and
varied world of the Finmeccanica Group and its driving values (FLIP:
Finmeccanica Learning Induction Program)
-
Initiatives for exceptional young people to develop their professional
and managerial competencies, leaderships and team working abilities and to
support future professional and personal development plans (Master BEST)
-
MANAGERS - Middle management training and skills development programmes to orient
each personīs abilities towards a single business management model,
stimulating their individual proactive ability to update and develop their
professional competencies in order to achieve maximum personal efficiency
consistent with corporate objectives (Innovate to compete)
- Management training seminars for managers with a high growth potential
to provide them with the knowledge base necessary for interpreting and acting
effectively within the economic, political and strategic sphere the Group
operates in, and develop systemic vision and leadership (From Technology to
Drivers)
3. Industrial Culture and Knowledge Management:
This area includes all the initiatives aiming to provide a systemic approach
to supporting the development of competencies in terms of industrial
processes, innovation and knowledge sharing, in order to ensure the following:
-
Business management is oriented towards value creation for all stakeholders;
-
Intellectual capital management supports the companyīs position as a
technology leader.
Industrial process initiatives are implemented with:
- Support for
Group-specific Projects aiming to share and
disseminate specific business and industrial process management methodologies
(including Risk Management and job order Planning and Control according to the
Life Cycle Management & Project Control method, and the application of value
creation parameters).
- Specific Training Courses to develop economic and financial competencies,
encourage the application of performance control and measurement levers (
Finmeccanica
Economics Programme) and the methodologies supporting job order management
by adopting best practice in programme/project management (
Finmeccanica
Project Management Programme).
Finmeccanica develops and manages its
Group Knowledge Management System
through a series of projects aiming to:
-
increase the value of the Groupīs intellectual capital at international level
-
capitalise and share knowledge and best practice in order to encourage process
integration and innovation.
(for example: the
Technology Communities; the
Intellectual Property
Management work groups, and training and knowledge sharing initiatives for
the
Professional families).
The initiatives to support innovation include the
Finmeccanica
Innovation Award, an international project to develop and safeguard
the Groupīs intellectual capital, and reinforce its role as leader in
technological innovation. The Award is open to all Group employees able to
present projects and ideas relating to the business areas the Companies work
in.
Projects being entered for the award must satisfy at least one of the
following requisites: originality or suitability for patenting, and cost
reduction, product/process/service improvement or range extension. 450
projects were presented in the various Group Companies worldwide in 2005,
involving a total of approximately 1,250 people.
