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 one´s 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 Group´s 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 people´s 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 people´s professional development with the focus on lifelong learning.
Some examples of the main activities by group are shown below.
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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)
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MANAGERS - Middle management training and skills development programmes to orient each person´s 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 company´s 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 Group´s 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 Group´s 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.
