Page 26 - Sustainability report 2018 Ratti Group

CHAPTER 2 | Uniqueness and talent, ingredients for success
7,412
Hours of training carried out in 2018
1,126
Of training for middle management and executives
3,663
Hours of training for white-collar workers
2,623
Hours of training for blue-collar workers
23.60%
Increase in the total hours of training in the Ratti Group in 2018
2.2. Training and developing talent
Each company in the Ratti Group autonomously defines its method of administration of personnel, as well as training and development policies that align with its own specific characteristics.
Every year Ratti SpA carries out a diagnosis
of training needs using a specific instrument
for gathering information compiled by each department head, who carries out a pre-assessment of the training needs of his or her unit. At end- 2018, a training Catalogue was introduced, detailing the most frequent training initiatives, broken down by topic. This new tool was introduced to plan training for 2019. A training plan was created from the information gathered.
The training is financed, where possible, using corporate funding (Fondimpresa and Fondirigenti). Creomaoda Sarl has adopted a similar procedure
to that followed by Ratti SpA. Managers report the training needs of their staff, sharing this with senior
management. They then decide on the training plan and the provider autonomously.
Textrom personnel periodically receive (from a specialised company) training covering health and safety at work and dealing with emergencies.
The training plan implements programmes that aim to provide continuous updating and support changes of role or organisation. The plan identifies specific moments for hiring new resources who, through on-the-job experience and training, support and facilitate the handover.
The quality of training carried out is periodically evaluated by the managers of the business units, by the line manager of the participant or by the trainer who actually delivered the training. All internal training relating to SA80000 and health and safety is evaluated at the end of the course.
Overall, in 2018 the Ratti Group carried out 7,412 hours of training, an increase of 23.60% on 2017. In 2018, middle management and executives received 1,126 hours of training, while white- collar workers received 3,663 hours and blue-collar workers 2,623 hours of training.
The average number of hours of training increased at Group level for all categories, while for blue-collar workers the figure remained almost the same as in 2017. (Table 8).
In detail, the training plans for 2018 for Ratti
SpA further strengthened technical and financial expertise (43% of the total, +7% compared with 2017); 30% of training involved safety (+1% compared with 2017), 19% foreign languages and 8% soft skills (+4% compared with 2017).
The training of young people
Following the logic of mutual exchange and enrichment, the Ratti Group pays particular attention to promoting the training and development of young people.
Partnering with schools has, therefore, become a cornerstone of their enhancement. In 2018 Ratti promoted a number of projects that physically brought youngsters into the company to work.
The projects worthy of attention certainly include the partnership with the “Setificio” ISIS PAOLO CARCANO on the ITS course, which lasts two years. The objective of this course is to train professionals in the creative and industrial fields (the high-level technique of production and process in the designing and planning of textile, clothing and fashion articles), through a powerful synergy between training (1,000 hours) and working in the company
(800 hours). Ratti supports the project by welcoming youngsters to the company by offering them high- level training apprenticeships. In 2018 two young people were hired on an apprenticeship contract.
Meanwhile the second edition of “Looking for designers” ended in March. This project, developed by the Marzotto Group together with Ratti, involved searching for and developing talented youngsters in the field of textiles and graphic design. The review of the CVs
and portfolios sent by the young candidates, who come from a variety of Countries, was done with the help of Giulia Pivetta, journalist and lecturer at the Domus Academy. She is the coordinator and tutor for this project.
At the end of the placement, one of the best participants was hired on an apprenticeship contract and continued their training with Ratti.
43%
Strengthened technical and financial expertise
30%
Strengthened safety expertise
19%
Strengthened foreign languages expertise
8%
Strengthened soft skills expertise
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