Confindustria Livorno Massa Carrara, Mar 16, 2022

The heads of Human Resources of Multinational Industries and Large Enterprises of Confindustria Livorno Massa Carrara meet to manage change and anticipate the future.

How will we work in the months and years to come? How will organisations and operational processes be reshaped? How will we enhance and retain talent?

These are some of the topics that the Human Resources managers of the Multinational Industries and Large Enterprises of Confindustria Livorno Massa Carrara discussed during the meetings, organised in collaboration with Kilpatrick Executive Search, a recruiting company.

There is no single, and above all, definitive answer to these issues,” summarised Claudia Paoletti, managing partner of Kilpatrick, “but there is a model to which many companies on a global scale are tending and which responds to a term with which we are becoming more familiar every day: hybrid. The alternation of physical and virtual interaction, trust in people, setting goals and managing the daily balance of where and how to work are the cornerstones of the transformation underway”.

And if these conditions are not met, there is a real risk that the employee will resign. Five hundred thousand voluntary resignations were recorded by the Ministry of Labour between April and June 2021 alone, surprising large companies who watched helplessly as this totally unexpected phenomenon unfolded.

“It is people who determine the success or failure of a company. The intangible value of a company is its human capital and, for this reason, it is necessary to cultivate and enhance the talent of one’s collaborators,” added Massimiliano Turci, vice-president of Confindustria LI MS, who heads the Coordination of Multinationals and Large Enterprises and plant manager of the Baker Hughes plant in Massa. “Today, as never before, companies must invest along three essential lines: strengthening training and continuous updating programmes, promoting a sense of belonging through company values, and spreading cultural transformation through collaboration, experimentation and proactivity.

In order to compare experiences and good practices to be inspired by, to look at innovation and the future of work, the Working Group shared projects and tools on the main topics of interest, such as potential and performance, staff turnover abroad, more inclusive work groups, projects that have enhanced diversity, smartworking from emergency to permanently structured, and finally merit recognition programmes and academies.

Interesting indications emerged from the Working Group: smart working will be used by more than half of the participating companies, and on a more or less permanent basis. The ideal flexible working week will also change, ensuring that employees can be present to strengthen social relationships and physical interaction with their teams. The ‘agile’ mode will mainly affect the service sector, but also manufacturing, to support the digital transition.

The principles of diversity, fairness and inclusion are increasingly present in companies’ strategies, where every employee has equal access to opportunities and resources and is able to contribute fully to the success of the organisation.

Attracting and retaining top talent is another major challenge for companies today. In the provinces of Livorno and Massa Carrara, technical profiles in the fields of mechanics, electronics and mechatronics, which are difficult to find, are most sought after.

The companies, associated with Confindustria LI MS, which participated in the work are: Aero Service Technologies Italy; Basisgroup; BCube; Elettromar; Eni Raffineria di Livorno; Ineos Manufacturing Italia; Jsw Steel Italy Piombino; Laviosa Chimica Mineraria; Liberty Magona; Nuovo Pignone-Baker Hughes; Olt Offshore Lng Toscana; Pierburg Pump Technology; Progeco Next; Skf; Solvay Chimica Italia di Rosignano; Solvay Solutions Italia; Tenaris Dalmine; Termisol Termica; Trelleborg Sealing Solutions Italia.

Resource: Corriere Marittimo