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Legenda. Objective:
 | | fully achieved |  | | partially achieved |  | | not achieved | |
Enhancement of human resources, partly through intragroup mobility, to support qualitative and quantitative objects for each individual company in the Group, in a perspective of professional growth | | | | |  |
Introduction of "apprenticeship" forms of contract, mainly for commercial roles to create and develop career paths for young people | | | | | |
Further development of personnel management systems with the extension of potential measurement tools and the introduction of new projects to enhance human resources | | | | | |
Refinement of the standard incentive scheme introduced in the Parent, UBISS and the network banks (in light of regulatory and corporate policy developments), implementation of regulatory changes in the incentive schemes of other Group member companies and progressive extension of the Group incentive scheme for senior managers to the product companies | | | | | |
Continuation of the investments in training (in line with the 2007-2010 Business Plan), with the delivery of 91.000 training days corresponding, in the network banks only, to 2,6% of annual working days amounting to an average of 5,7 days per employee | | | | | |
Improvement of internal communication by developing the Group intranet (the analysis and structural and graphics design stages have been completed) | | | | |  |
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Update and enhancement of branch manager roles as central figures in the commercial supply chain, to be achieved partly through a training and change management programme which will reinforce professional skills and motivation for more effective management of customer demands in a context of growing organisational and market complexity
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Extension of potential measurement to include product companies as a further judgement factor to support proper implementation of personnel management policies
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Personnel management interviews to enhance and develop key human resources, partly as a function of the priority given to internally selected personnel to fill vacant positions of responsibility
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Standardisation of the incentive schemes employed in the different company remuneration and incentive policies set by the Group, incorporating the additional new regulatory provisions of national and international supervisory authorities
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Refinement of training programmes designed for specific job familes (management, middle-management, talents and key resources, professionals, specialists, technical and administrative roles, etc.) to further develop professional skills and the behaviour and managerial abilities of personnel
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The introduction of compulsory training programmes for the qualification of new branch managers and to strengthen the specialist abilities of corporate account managers and private bankers, in order to supervise their professional growth as they fill more complex roles with greater responsibility
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Improvement and strengthening of internal communication through initiatives and tools, including multimedia tools, designed to encourage the more rapid and systematic circulation of information and greater involvement of personnel
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Stronger prevention activities for health and safety at the work place including the start of a programme of psychological assistance with work-related stress | |
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