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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.

Overall, in 2019, more than 100,000 training hours were provided, increasing by about 20% every year since 2012; globally, the average number of hours’ training per employee was 16.37 in 2019. Most of these hours were devoted to technical training, but soft skills and cross-sectoral skills were also dealt with: planning covers 21% of the training, soft skills 22%, safety 14%, production 15%, quality / standardization 10%, the ICT area 9% and languages 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 2019 IMA welcomed over 200 trainee students and over 600 students in orientation programmes; it participated in meetings of Technical and Didactic Committees for more than 140 hours; it provided over 400 hours of training modules for both students and teachers, 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 descriptions 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 Skills;
  • “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.

Download 2019 Sustainability Report »