Page 23 - Sustainability Report 2019

and the OECD guidelines for Multinational Companies (see Chapter 3, paragraph 3.2 “A virtuous circle of good practice”).
2.2 The process of selection and turnover
Each company autonomously defines its personnel selection and administration of policies on the basis of the principles and practices established by the Group’s Management, according to its specific requirements.
As indicated in the Ratti Group’s Code of Ethics, the selection of personnel is carried out by the Group’s competent functions, and must fully respect the company’s values, the ethical principles of the Code and all applicable legislation, whether at European or national level.
The selection and administration of personnel is
based exclusively on criteria of expertise and merit, and is carried out while fully respecting the rights
of the individual, and condemning any form of discrimination. In applying the principles and values in the Code of Ethics, Ratti SpA, Creomoda and La Maison des Accessoires have a specific selection policy.
For hiring by Ratti USA, Textrom and Ratti International Trading (Shanghai), the Parent company’s polices are applied.
In accordance with the principle of developing talent and expertise in response to a hiring request or a
need to manage staff turnover, an internal search is
first carried out. A “vacant position” is created and is subsequently advertised internally as a job posting. If the internal search does not produce the required results, external selection channels are activated, including announcements on specialised websites, direct contact or by examining the database of CVs.
Every new-hire has a period of induction as set out in the welcome plan, together with his/her future boss. At the end of the induction period an evaluation is carried
138
NEWHIRES AT 31.12.2019
62.32%
NEWHIRES BELOW 30YEARSOFAGE
28.61
OVERALL RATE OF TURNOVER IN 2019
out – normally at the end of the contractual probation period. For longer and more complex induction periods, an intermediate evaluation is carried out.
In 2019 a total of 138 people were hired, 62.32% of whom were under 30 years of age. Also in 2019, 98 people left the company, 30.67% more than the previous year.
In 2019 the Group’s total staff turnover was 28.61%. In particular, the incoming turnover rate had basically not changed since 2018 while the outgoing rate had increased – up from 9.55% to 11.88%.
The exit of workers concerned Ratti SpA, Creomoda, La Maison des Accessoires and Textrom; in Ratti SpA it was the over-50 age range that showed the greatest number of exits (19) – this was linked to retirement.
In Tunisia the total turnover recorded was 57.20%, consisting of 89 new hires and 54 terminations; the high level of mobility is linked to the type of contract used there, i.e. a fixed-term contract, which signifies greater flexibility within the local labour market.
2.3 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 for each organisational unit. In 2019, a training catalogue was used to plan training. This tool had been introduced in 2018 to gather together the most common training actions, subdivided by theme. Using this system, the heads of each business area transmit their needs to Human Resources.
These needs are then recorded in the analysis of training needs and are used to draw up the annual training
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