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Personnel training and development

IMA considers training and skills development a strategic asset. The educational rationale does not focus only on certain categories of employees, but is based on the idea that lifelong training must involve the entire population, guaranteeing a harmonious and synergistic growth of the Company’s distinctive skills. Training therefore aims to develop and maintain people’s skills, while continuing to ensure support for the development and implementation of new technologies. The Training Maintenance process guarantees continuous updating of employees’ skills by planning the educational path over several years, in line with the evolution of the Company’s business.

How the Italian IMA companies handled the COVID-19 pandemic

The pandemic has also affected the management of training. delivery methods have changed with innovations to manage better the unexpected situation: classroom training was mostly replaced by virtual group sessions held using various online platforms; this approach made it possible to proceed with distance learning in a safe and effective manner.
In addition, access to on-demand learning was made available with selection from a series of courses contained in the Training Catalogue. In total, 39 courses were recorded to be used in this way: 5 in the Cross area, 18 in Information Communication&Technology, 13 in Quality&Compliace, 3 in Safety&Security area.

Additionally, 8 hours of cross-functional training in the area of soft skills were made available in Italy during 2020. Employees can access these e-learning sessions at any time. Overall, in 2020, around 118,000 training hours were provided, increasing by about 20% every year since 2012. globally, the average number of hours’ training per employee was 19.28. Most of the training was dedicated to the development of soft skills (41.9% of total hours delivered), but the training catalogue also includes courses on planning (13.1%), safety (15.0%), production (7.7%), quality/standards (3.0%), ICT (5.5%) and languages (9.5%). The areas of intervention are divided into more than 230 courses in the Training Catalogue.

Each year IMA also promotes the use of two Bilateral Funds, Fondimpresa and Fondirigenti, to finance part of their personnel training courses, sharing content and objectives with the trade union representatives. For IMA, investing in human capital also means establishing stable and mutually profitable relationships with schools and universities. In 2020 IMA welcomed over 90 trainee students and over 500 students in orientation programmes; participated in meetings of Technical and Didactic Committees for more than 60 hours; provided over 300 hours of training modules for both students and teachers, of which 107 were attended physically and the others remotely, with a view to the transfer of skills and the creation of positive synergies with local concerns.

IMA ACADEMY PROJECT

The IMA Academy is a training ecosystem aimed at developing employee skills in accordance with the corporate principles of constant research and innovation. It was inaugurated in 2017 in response to the need to transfer general skills into IMA skills, combining plain knowing with knowing how. The road map that serves as a basis and development guideline for the qualification of human resources skills includes various tools:

  • Job Description describe the corporate roles, which do not necessarily coincide with the list of duties or the organizational position, but they are a schematic description of the industrial process;
  • skills mapping aims to analyse specific training gaps for each position and monitors the effectiveness of the training activity as objectively as possible;
  • the training catalogue is 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 possible training paths, comprising over 230 courses, split into nine main topics: Safety & Security, Quality & Compliance, Information and Communications Technology, Languages, Production, Engineering, Sales, Soft Skills, Cross;
  • “I’.M.A.” masters are a combination of classroom and on-the-job training, designed to qualify and perfect the abilities and professional skills of IMA employees. The “I’.M.A.” Potential master is 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; The “I’.M.A.” Talent master aims at consolidating organizational values and drivers by deploying them into functional behaviours on a relational and business level. It is dedicated to resources who, having achieved consistent role-centring, demonstrate professional growth potential; 
  • 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.

In addition to these tools, the I’M An Innovator project launched in 2019 has continued, with the objective of stimulating innovation by those representing our greatest wealth: our people, helping to stimulate them with new ideas to think about and creating a high-level context for them to make their contribution.
This project is part of the broader training offered by IMA Academy, departing from the traditional training approach with seminars led by guests of national or international stature, not associated with our daily activities in any way, who invite the audience to think out of the box.
These seminars provide a chance to discuss and analyse wide-ranging topics and even cover theoretical and forward-looking matters. The topics covered range from open innovation to industrial applications, and from robotics to cognitive psychology.
IMA has also activated a series of exchanges with the trade unions, in order to assess the training opportunities available for workers, so that the digital revolution does not become a way to reduce employment.
Similar initiatives have been taken with managers, in order to get up to speed on AI topics that, in the near future, will become important in order to maintain competitiveness.