Per Poste Italiane 2024 is the landing year of the latest industrial plan, presented last March by CEO Matteo Del Fante. But it is also the year in which the company, in addition to having built the pillars on which the manager based the “2024 Sustain & Innovate”, will have a deeply renewed workforce. The generational change is based on the voluntary accompaniment of the employees closest to retirement when leaving and on the entry from the market of workers with useful skills to support the development of a constantly evolving business. Collaborations with various universities and employer branding initiatives were also strengthened for the generational change in progress.
The last two plans are bringing 25,000 resources to the company, of which about 3,400 last year alone. For this year the objectives are even more challenging, in order to strengthen the post office network with new professionalism, hiring financial consultants, hiring permanent workers in various fields, from delivery to sorting, from finance to insurance, to the new energy project. . One of the areas to which the group is paying the utmost attention is that of financial consultants: the strengthening of the network will lead Poste to have about 10 thousand professionals, thus 2 thousand more than the current 8 thousand, by 2024. The entries will take place both through a selection from market, and through internal enhancement processes. The new arrivals will allow 25% of the workforce to be renewed by 2024. Four generations of employees live together in the 120,000 staff, with an average age of just over 49 years. 21% are under 40, while 55% are women. In such a varied context, as Tania Giallatini, manager of executive management and selection tells us, “diversity is an added value: the challenge is to ensure that everyone can contribute to the company objectives”.
Professional retraining
Given that all actions on human resources are shared with the trade union, if the first intervention for the renewal of the post office concerns new entrants, the second, no less important than the first, concerns professional requalification and reconversion. In fact, from 2020 to 2024, the company provided 25 million hours of training, delivered through the Corporate University, also with the support of the open learning area and the library. However, the focus on training is not only specific technical, but is oriented and aimed at ensuring that all people have equivalent basic skills because one of the pillars of the plan is diversity & inclusion. With results that the group’s rankings speak of, always very high, in the various rankings on the best workplaces. “Our goal is to make young people understand that joining a company like Poste allows you to build a profile of experiences and skills that is unique due to our characteristics, because we are a company that has many business areas and a national and international – continues Giallatini -. In fact, we dialogue with investors in different areas of the world and have valuable partnerships with multinationals, such as Amazon or Microsoft. Furthermore, we are a company that invests heavily in technology and training to ensure that none of the employees are left behind and are able, in an evolving context, to provide their contribution. Poste represents a unique reality from this point of view ».
Mentoring e coaching
Mentoring and coaching are also included in company projects and initiatives for the acquisition of skills, with the aim of contaminating the experiences and skills that belong to different generations. “During the pandemic mentoring continued through networking and we found that the link between mentor and mentee was strengthened and served to better manage situations of greater organizational complexity – explains Giallatini -. Anyone who wants can voluntarily participate in the call for mentoring, after following a training course that prepares them to adequately perform this role “. The goal now is to have 230 mentors in the group who in turn will train double the mentee to spread the managerial culture and skills to an increasingly enlarged part of the company population.