1. human resources

Human resources

Human Resources Capital

The quality of a company’s human capital plays an increasingly critical role in gaining a competitive advantage. In a market increasingly defined by intangible assets, it is the people who determine success. The creation of added value in the Human Resoruces field requires an in-depth understanding of business and the ability to identify how the stakeholders, inside and outside the company, understand this value. The Human Resources value is to connect people, strategies and performance, with the mission of becoming increasingly partners in business.

The Code of Business Ethics

The Code of Business Ethics represents the internal code of behaviour which acts as a set of guidelines for the actions of all Indesit Company resources, in order to be in line with the principle of “One Single Company” at all of the company’s sites. The Code concerns all Indesit Company staff: office workers, managers, administrators. Its ten principles illustrate the correct standards of behaviour to be used when dealing with colleagues, third parties and legal issues.

Talent attraction & employer branding

New people who might be interested in establishing an initial contact with the company meet at the Assessment Centers which are held periodically. The candidates identified for specific positions are invited to participate in a series of individual interviews with the relevant managers and HR staff, with the aim of identifying professional skills and motivational stimuli which can facilitate their placing within the company. Employer Branding activities are carried out in an integrated way in two different directions: outwards and inwards. Externally, through job meetings, participation in trade fairs and events at universities and business schools, including some of the most important in Europe, online advertising and appearances in specialised publications such as career books. On the internal side there are a host of “in-house” projects, initiatives and campaigns which are promoted through the main internalcommunication channels, like the “Insight” intranet and the house publication “Flashnews”.

The Development Center

The Development Center is a training programme designed for young people and aimed at promoting self-development. The programme involves a self-evaluation in the classroom followed by individual development within an online community. During the course, which lasts six months, participants are guided towards developing a sense of responsibility and a conscious investment in their own development and to consolidating their own relational, management and personal effectiveness skills.

Cross cultural approach

The management policy for Indesit Company employees is based on a “cross-cultural approach” which, in full respect of the cultural and geo-political diversity of the local sites where the group operates, aims to transmit a single company identity and to make all employees feel part of “one single company”. Sense of belonging, culture of quality, motivational aspects, technological innovation and research, relational quality, business objectives and company choices are some of the concepts in which Indesit Company constantly involves its employees, with sound training programmes at all levels, from top management down, and in all company areas.

Training

Indesit Company’s training programme is structured around training courses and/or programmes, open to all Indesit employees and relating to:

Performance Management System (PMS) training needs (individual needs emerging from PMS) Functional training needs (collective functioning needs and further individual training needs of a technical nature) Organisational training needs (company training needs organised and supplied as internal campaigns and/or institutional training activities)

PMS training needs represents a fundamental process for developing people because they allow the arrangement of training plans structured around the individual needs of the resource. Functional training needs aim to satisfy primarily technical issues, while the Organisational training needs are defined at a Corporate level and include key events such as Orientation for new recruits, as well as training campaigns and activities with institutional interest.

Training and development

All this wealth of knowledge and intellectual capital is optimised through meritocractic practices, based on job rotation, participation to international projects, career advancement and incentives, linked to an inspirational system for reaching business and personal objectives. A structured plan of training and development helps the professional and individual growth of the resource, in order to reach important positions in the company. The career paths go through managing experiences, in Italy as well abroad, with an increasing grade of complexity.