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Persons' training and development

IMA considers continuing education a strategic resource. So IMA’s investment in this area is not limited to the starter training given to new hires, but is maintained over time, with the aim of encouraging professional growth and individual motivation.

Complex and constantly evolving realities such as IMA, need employees with resourcefulness and initiative, ready for continuous challenge, moved by the desire to learn and improve. For IMA, investing in human capital also means establishing ongoing and mutually profitable relationships with schools and universities, in order to transfer skills and provide young people opportunities for growth and development.

The average training hours provided to each employee by the companies of the group amounted to 16.5 hours in 2017 and concerned specialist training, professional updating, occupational safety, managerial development, foreign languages and issues related to Legislative Decree 231/2001.

 

TRAINING OF GROUP EMPLOYEES IN THE WORLD

There are several initiatives to increase and improve training and professional development of the people working for the Group. In North America and Argentina, training activities concerned technical and administrative skills, language courses, safety and awareness on the subject of sexual harassment.

In Europe, the main training sessions were on safety, technical skills and control of export processes, along with language courses.

Lastly, in Asia, training was focused mainly on the construction of a corporate culture of safety and security and on ISO 9001:2015.

 

IMA ACADEMY PROJECT

Since research and constant innovation underpin the IMA philosophy, it is necessary to develop the skills of employees in accordance with these principles. The Academy of the IMA Group is a training ecosystem in process of formation. It was launched in 2010 in response to the need to transfer general skills into IMA skills, combining plain knowing with knowing how to be. Various tools are used to implement the road map for developing the skills of the Group’s human resources: 

job descriptions describe the corporate roles, which do not necessarily coincide with the list of duties or the organizational position, but they are rather a schematic description of the industrial process;

skills mapping started in 2010 and carried out every two years, analyses specific training gaps for each position and monitors the effectiveness of the training activity as objectively as possible;

• the training catalogue is another tool available to managers, helping them to plan training that is consistent with the roles of employees and their training gaps. This is an organized compendium of training paths that could be activated, comprising over 230 courses, split into seven main topics: Safety & Security, Quality & Compliance, Information and Communications Technology, Languages, Technique (Production, Engineering, Sales), Soft Skills and Cross Skills;

 

IMA masters are a combination of classroom and onthe-job training, designed to qualify and perfect the abilities and professional skills of Group employees:

  • I’MA Potential: from 2016 it has been aimed at new recruits to ensure that they are properly prepared for their role, transforming the knowledge already gained into professional skills that are consistent with their level of seniority; – I’MA Talent: currently in preparation, it focuses on developing managerial skills to consolidate values and organizational drivers, translating them into functional behaviours, at the same time both relationship and business oriented. This is for those who, by performing well in their jobs, demonstrate significant ability to aim for vertical and/ or horizontal career development.
  • I’MA Talent: currently in preparation, it focuses on developing managerial skills to consolidate values and organizational drivers, translating them into functional behaviours, at the same time both relationship and business oriented. This is for those who, by performing well in their jobs, demonstrate significant ability to aim for vertical and/ or horizontal career development.

Training Maintenance – the long-term planning of training needed to maintain staff skills in line with their role – involves continuous adaptation of individual skills to the evolution of the business. This planning respects the right of individuals to follow a personalized training program.

 

Download 2017 Sustain Ability Report »