Career Training and Development
Designing career pathways means preparing a series of tools and introducing a set of policies that effectively combine medium-to-long term corporate needs with the aspirations and skills of everyone involved.Sisal is committed to continuous monitoring of the performance, skills, potential and motivations of its associates.
Which is why it has defined processes that:
1. ensure the correct assessment of existing and new managerial/professional positions in Sisal, defined as “significant” for business development
2. define the assessment criteria and implement career transitions for managerial positions
3. disseminate the principles of internal equality based on correct role positioning and recognition of this in terms of remuneration
4. define diversified assessment pathways that certify the skills needed to fill management positions and establish a development pathway for newly appointed managers
5. guide any search for managers outside the company, based on specific parameters aligned with the corporate strategy
Training and Job rotation
Job Posting
Job rotation within the Group is an important tool in ensuring employability. It is a transparent tool that is useful and beneficial both for the people involved, because it gives them the chance to seize new professional growth opportunities, and for the company, because it provides incentives to invest in its own human resources by recognising and developing existing potential.
Academy Manageriale
This project began life at the end of 2013, after the Company had defined its fundamental values. Sisal then identified the key competences and behaviours needed to put these values into practice. The main objective of the Management Academy we have developed in Sisal is to ensure that the company’s values are applied in practice, above all at management level. Key topics for 2015/2016 are Project and Performance management.
Smartworking
In 2015, Sisal decided to adopt a structured approach to Smartworking, with the introduction of new working methods designed to:
- develop a framework based on individual goals and/or team KPIs
- generate a greater sense of individual responsibility
- ensure a more effective work-life balance
- develop engagement.
To implement this innovative project, Sisal has created a special Steering Committee and Work Group.
In 2015, the aim of the Work Group will be to examine training, communication, legal and technology issues, so that a first pilot group can get underway, with the aim over time of including as many employees as possible.
