In Finmeccanica people evaluation does not only mean to develop a set of tools for assessing individual performance and potential, but also to plan career paths consistent with their skills and ambitions and with objectives of business.
For example, we can cite:
- the Finmeccanica leadership model, which stands at the basis of the distinctive culture and identity management of the Group. The model is based on seven “core” skills in which all managers recognize themselves and on which are evaluated in the same way worldwide, with the objective to reward not only the achievement of results but also the way in which they are achieved (pay for competence);
- the Management Review and People Review, addressed respectively to Managers and middle management and young with high potential (Rockets). Valuable opportunities for analysis, sharing and review of management policies, are intended to identify and enhance, at all hierarchical levels and assignments, “excellent” resources within the Group and promote an effective professional, territorial and international mobility;
- Job Posting, a tool that enables all Group employees to "get involved" in internal labor market and seize new opportunities for professional growth consistent with their skills, experience and motivations.
Starting from the definition of job vacancies within Finmeccanica world, the project launched periodically through an internal communication campaign, allows to submit an application to play a new role in one of the Operating Companies by completing a special form in a dedicated area of the Group portal.
An assessment process allows to select the most suitable and motivated resources, to which is dedicated an important investment in training by the group which follows the assignment process in the identified company.