PEOPLE DEVELOPMENT
Putting
people
and
their
professional
development
at
the
centre
is
the
strategy
that
enabled
Cattolica
to
grow
even
in
times
of
profound
change
and
on
which
the
Company
continued
to
focus
in
order
to
make
people
increasingly
active
and
aware
protagonists
of
their
own
professional
growth.
The
"WITH-We
Improve
Together"
system
has
been
confirmed
as
the
main
element
of
performance
enhancement
that
addresses
and
recognises
the
contribution
of
people
to
the
achievement
of
corporate
objectives.
During
the
year,
"PresentAction"
was
launched,
an
initiative
which
was
extended
to
more
than
800
employees
offering
all
employees
of
Cattolica
and
its
subsidiaries
the
opportunity
to
have
a
third-party
perspective
on
their
skills,
develop
awareness
and
understand
how
to
direct
their
professional growth.
The
data
collected
by
"WITH"
and
"PresentAction"
will
make
it
possible
to
update
the
"Talent
Matrix"
that
relates
the
skills
possessed
by
staff
with
the
performance
expressed,
allowing
for
a
detailed
mapping
of
resources,
the
definition
of
targeted
training
and
development
pathways
and
the
identification of talents and their characteristics.
The
M-UP!
project
is
close
to
completing
the
first
cycle
of
mapping
the
professional
profiles
present
and
surveying
the
level
of
knowledge
possessed
by
people.
In
2021,
the
project,
launched
in
July
2020,
further
expanded
the
mapping
of
profiles
to
include
areas
such
as
non-life
and
life
underwriting,
settlements,
control,
actuarial,
finance,
IT,
data
analytics,
administrative,
HR
and
organisational,
and
bancassurance.
The
model
made
it
possible
to
identify
more
than
350
knowledge
assets
divided
into
14
macro-areas
and
82
professional
profiles
aggregated
into
11
families,
involving
1,300 colleagues.
The
results
of
the
M-UP
surveys,
together
with
performance
data
and
the
"Talent
matrix",
have
been
used
in
dialogue
with
managers
to
map
out
development
pathways,
both
role-related and professional, on which to base training.
KNOWLEDGE
MANAGEMENT:
FACULTIES
AND
KNOWLEDGE
SHARERS
With
the
aim
of
enhancing,
maintaining
and
developing
technical-professional
knowledge,
the
process
of
implementing
the
knowledge
management
system
has
been
initiated
through
the
establishment
of
internal
faculties of professional families.
The
faculties
will
be
the
point
of
reference
for
all
colleagues,
recognised
for
their
specialised
technical
knowledge,
committed
to
sharing
their
know-how
inside
and outside of the company.
Through
M-UP,
an
initial
census
of
"expert"
colleagues
with
the
highest
levels
of
knowledge
to
be
involved
in
faculties
was
initiated.
A
dedicated
training
and
development
course
for
the
role,
the
"Knowledge
Sharer
Training
Program",
lasting
28
hours,
was
created
to
develop
skills
in
training
design,
communication
and
storytelling,
with
particular
attention
to
new
digital
tools
useful
for
effective
knowledge
sharing.
Participants
had
the
opportunity
for
one-to-one
meetings
with
specialist
trainers
to
reflect
on
the
role
and
associated
skills
on
which
to
implement
an
individual development plan.
In
2021,
the
first
4
Knowledge
Sharer
groups
were
formed
with
a
total
of
56
expert
colleagues
from
8
professional
families.
TRAINING
Cattolica
maintained
ongoing
investments
in
training,
directing
them
on
the
basis
of
an
in-depth
analysis
of
company
needs,
market
developments
and
the
regulatory
context,
with
respect
to
the
various
professional
profiles
present in the companies.
The
digital
acceleration,
the
growth
of
digital
culture
and
skills,
made
it
possible
to
create
a
learning
ecosystem
strongly
oriented
to
"continuous
learning"
with
the
adoption
of
a
teaching
model
based
on
more
effective
learning
methods
and
tools
and
renewed
ways
for
the
integration
of different knowledge.
ROLE
TRAINING:
PROGRAMMES
FOR
MANAGERS
AND
PROFESSIONALS
2021
saw
the
consolidation
of
the
training
architecture
designed
last
year
to
accompany
and
support
our
people,
managers
and
professionals,
in
facing
the
new
remote
working
methods
and
developing
the
mindset
and
skills
necessary to be effective in the new working context.
Starting
from
an
analysis
of
the
current
socio-economic
and
work
context
at
a
global
level,
managers
were
involved
in
sessions
of
reflection
and
discussion
on
the
skills
and behaviours effective in the "new ways of working".
The
"InspirEvolution"
course,
dedicated
to
Executives
and
which
saw
them
engaged
in
three
two-hour
appointments,
was
inspiring
and
created
discussion
on
the
current
work
environment,
best
practices
and
the
profile
of
the
manager
in the new and next normal.
Training
was
offered
on
the
same
themes,
lasting
a
total
of
30
hours,
for
middle
managers,
with
the
"New
leadership
for
best
performance"
pathway
with
courses
on
"The
3
hats
of
the
manager",
"Tools
and
methods
for
agile
working",
"Diversity manager" and "Digital leadership journey".
For
newly
appointed
managers,
the
"Learning
Path
Neo
Manager"
has
been
developed,
an
on-line
open-learning
pathway
consisting
of
19
modules,
lasting
a
total
of
7
hours,