Management of human capital

The Sofidel Group’s approach to the management of human resources focuses on the development of its employees andintegration into the company organisational culture, essential elements for the contribution of increasingly decisive factors, such as innovation and flexibility, for company competitiveness in a globalised market.

The human resources management policy is firmly based on the principles set out in the Code of Ethics and the Group’s guidelines for Human Resources Management, which focus on the key role of human capital in the value creation process as a strategic asset for the company, and promote respect for equal opportunities and diversity as forms of wealth to be cultivated, alongside the values of equal treatment, development of individual abilities, teamwork, open communication and continuous learning. The development of technical and managerial skills is a strategic factor for the Sofidel Group, which supplies an average of 9.32 hours of training per employee annually, with the aim of keeping employees updated on topics of general interest such as health and safety, increasing knowledge of English and transferring consolidated methodologies and results-based culture to operational staff in the production sites.

The strategic value of human resources is also highlighted by the Performance Management objective. In this area, the Performance Evaluation project moved forward at Group level during the year. In addition, also during 2018, the Evaluation Card project was continued, establishing a direct connection between quality performance and the reward system, and enabling a medium-term assessment of qualitative results, followed by a shared action plan for the employee’s professional and personal development.

The Sofidel Group has also implemented specific management policies targeting the two minority age groups of staff and joined the “Lifelong Employability & Company Welfare” workgroup promoted by the Sodalitas Foundation, with the aim of finding effective solutions for lifelong employability and sustainable management of human resources. Similarly, the Group has started to structure an induction process at Group level for the management of newly-hired employees.

Always seeking to promote the internal development and professional growth of its employees, during 2018 the Human Resources Department implemented the Job Internal Recruitment project successfully, with the aim of offering internal job opportunities to all employees, both at a national and international level.

Finally, in order to strengthen its own position and guarantee a work environment which protects the dignity and quality of working life of all employees, the Sofidel Group has published a specific “Regulation against bullying in the workplace” which will support the policies already in place and applied for years against every form of harassment and/or discrimination within Group companies.

In 2018, the seventh “International HR & H&S Meeting” of the Group was organised, attended by all the country HR Managers at European level. The meeting provided an opportunity to promote mutual awareness and the continuous exchange of ideas and information within the Human Resources Department. During the meeting, in order to increasingly involve and develop the Group’s workforce, HR strategies and new projects for implementation were defined at a global level. These projects include the “Remote Working” project and a new “Performance Appraisal” project that will be developed during 2019.

Go back