Promoting Human Capital means not only developing a set of tools for
evaluating potential and performance, but also and above all defining
professional development paths in line with individual ambitions, motivations
and competencies.
Today working for Finmeccanica means having access to a broad range of
attractive and challenging professional opportunities. In terms of business
dynamism, the wide range of industries and markets it operates in, its
international business dimension, and investment in top employee potential,
the Finmeccanica Group is practically unrivalled among Employers of Choice in
Italy and abroad.
Future success will depend on our ability to identify and develop the leaders
of the future, who will need to be focused on the Group?s distinctive values
and share our passion and dedication to Finmeccanica products and technologies.
MAIN INITIATIVES
The priority focus of our activities in terms of human capital development
over the last three years has been the definition and implementation of
systems and tools for assessing and developing potential..
The
Group Management System identifies key competencies and leadership
qualities and makes it possible to plan professional career and managerial
paths that match the growth process of the companies.
Reconciling individual aspirations and motivations with the development
policies of our Companies is the starting-point for all the initiatives that
target different sectors of the corporate population, while sharing the common
objective of supporting Finmeccanica Group´s growth as a main player in the
global market.
In terms of developing competencies and professional mobility within the
Group, Finmeccanica has launched a series of particularly innovative
initiatives:
Change:Challenge Hunters Aiming at New Generation Excellence
A development path aimed at the "Rockets" segment, young employees under 35
years of age identified by Group Companies as having high growth potential and
an international profile.
The aim of the project is to expand the direct knowledge of these young
people, encourage their integration at group level and measure their ability
to become pro-actively involved in particularly relevant business areas
personally selected by Top Management.
Job Posting
An innovative and effective tool that enables all Group employees to take new
opportunities for professional growth in line with their own competencies and
aspirations.
The project was launched through an internal communications campaign and is
open to all Group employees. It begins with the definition of a vacant
position and enables candidates to apply by filling in a special form on the
Intergroup dedicated portal.
An assessment process identifies resources suited to the new post in one of
the Operational Companies. These Group invests considerable resources in
training these individuals, who are then assigned to the destination company
identified.
The main objectives of the initiative are as follows.
-
To encourage intergroup mobility via an internal Job Posting system that is
also a factor of cultural integration;
-
To ensure an effective Job Rotation mechanism and the exchange of professional
competencies within the Group;
-
To provide opportunities for managerial and professional development by
investing in Resources with skills corresponding to the profiles required.
