We’ve created a unique Leadership Model, a skills set that provides both a behavioural compass and a shared methodology for everyone in the company. It’s a vital ‘road map’, pointing the way ahead for training and development programmes and setting out future change-driven needs.
Personal experience: Veronica Cataleta, HCM Project Manager
“The Leadership Model is the result of close teamwork within the company and stems from an urgent need to understand how much leaders’ current skills sets are suited to future challenges. It’s also designed to ensure they’re adequately prepared for their working future and provided with the right tools. The Leadership Model is our inspiration for every process linked to the Human Experience. It is a multi-compartment ‘container’ that can interpret change-driven needs and shape future training programmes.
Rooted in the bedrock of our history and values, our Leadership Model takes its cue from the digital revolution, globalisation and market volatility/complexity. To ensure success, we depend on three behavioural drivers linked to Thinking, Acting and Managing. They provide a shared framework, clarifying expectations at both individual and company level. Last but far from least comes the engine of continuous improvement, namely Continuous Learning, essential to ensuring people and organisations keep pace with progress. To achieve that goal it’s vital that people approach work with a dynamic mindset, that they get used to learning (and unlearning) as fast as necessary to enhance both personal and corporate performance.
In this context, the HCM (Human Capital Management) platform plays a pivotal role as it ensures people management is performed on the basis of measurable, objective equality parameters. Fully digital and cloud-based, the HCM tool sets the standard for the management of HR processes such as performance assessment, the drawing up of personal development plans, coordinating and delivering training courses and managing recruitment and selection flows.
The HCM platform extends to all company sectors and every country we do business in. It allows us to monitor our personnel in real time and streamline the sharing of information, ensuring all employees have access to the same development opportunities.”
NEW TECNOLOGY TOPICS
- The value of Digital Transformation
- Internet of Things Smart Sensor
- Big Data
- Data driven company: Machine Learning Visual Recognition and Artificial Intelligence
- RPA (Robotic Process Automation) Chatbot and language recognition
- Robotic & Digital Manufacturing
- Additive Manufacturing
- Design Thinking
- Digital Marketing
FUTURE OF WORK TOPICS
- HR TALKS. THINK GLOBAL, ACT LOCAL, four premium companies discussed the challenge of staying competitive. Ducati, Toyota Holding Materials, Hera and Philip Morris.
- Agile Project Management as a new way of handling projects linked to VUCA (Volatility, Uncertainty, Complexity and Ambiguity). Talk by Prof. Marco Sampietro, lecturer at the SDA Bocconi School of Management
- “Diversity Management” as a corporate awareness tool to bring out the best in differently-skilled generations. Speaker: Andrea Di Lenna, lecturer at the University of Padua and CEO of Performando S.r.l
CULTURE OF INNOVATION
- CULTURE OF INNOVATION TOPICS INNOVATION: METHODS AND PROCESSES
Comparing approaches, methods and processes. The development of a culture of innovation. Cosimo Panetta, The Doers.
- THE 5G: GLOBAL COMMUNICATION PLATFORM FOR THE REALIZATION OF THE DIGITAL COMPANY AND IPERCONNESSA
Observe the technological trends to play in advance. Impact that 5G will have on offering new services to consumers. Raimondo Anello, Head of Innovation at Ericsson.
- OPEN INNOVATION, CORPORATE AND STARTUP: A POSSIBLE COLLABORATION?
Theoretical best practices and local success stories compared to understand how to mitigate the risks of an open innovation path. With Fabio Nalucci, CEO & Founder @GELLIFY.
We’ve established three training programs. These form part of a proactive process designed to provide Cefla personnel with close support.
- Professional training/learning to meet the needs of the role and the business.
- Practical training – workshops open to everyone – to provide digital transformation-oriented cultural training.
- Enhancement training targeted at personnel in all sectors of the company.
The training system has a multi-level structure, with each person’s level depending on his/her current stage of training.
- Basic Mindfulness level, in which an awareness of as-yet unattained skills is gained.
- Intermediate Building level, in which personnel work towards acquiring the skills they are now aware of.
- The Mastery level, in which acquired skills are honed.