ESG / Sustainability Report / 2022 ESG / Sustainability Report / 2022 such as LinkedIn and Instagram, so as to reach as many technical institutes, providing specific technical lessons Implemented between 2019 and 2020, our performance Growing skills through Job Posting people as possible. Social media channels were further directly in the classroom with a view to training students management process was revised further in 2022 in order and Job Rotation enhanced and refined in 2022: aside from the YouTube and providing them with all of the skills required to enhance to improve its robustness and effectiveness. In particular, channel and the institutional profiles present on Facebook and their talent and be prepared for entry into the job market. the following new features were introduced in 2022 and Job rotation is a significant element of our skills Twitter, the company’s Instagram account @LifeAtEngineering In light of the success achieved in the year in which it have been retained in 2023 as well: development and growth strategy. This consists of offering is, for example, focused on talking about life and events in the was launched, the “Introduce a friend” internal recruiting - a library of goals and the respective Key Performance employees the possibility of applying for and working Group and has more than 4,000 followers, 52.2% of whom are campaign was carried out in 2022 as well. The initiative Indicators defined by professional profile with the in different areas of the company to get to know other between 18 and 34 years of age. aims to identify and find specific, highly rare profiles in the company Departments; business or staff structures, understand different company market by offering employees the possibility of submitting - separation between the individual performance processes and activities, expand dialog between the In the course of 2022, LinkedIn became the fundamental the CVs of friends, relatives and acquaintances to create assessment and management by objectives (MBO); different levels of the organization and acquire additional channel for employer branding as well as candidate search a new and important source for intercepting and selecting - more specific definitions of the assessment scale transversal skills. Rotation is promoted through an internal purposes. The Engineering page exceeded 107,000 new candidates. adopted; job posting system and also tracked through our F.A.R.E. followers. In March 2023, Engineering was recognized - formal moments of dialog amongst the managers to (Fair Appraisal Recruiting Engineering) management as one of the 3 finalist companies for the “Best Employer ensure the fair and uniform application of the assessment system. Brand on LinkedIn” and “Best Talent Acquisition Team” Investing in people, a benefit for the Group criteria adopted (calibration); awards. The recognitions were assigned on the basis of - an end-of-year meeting between managers and objective data, relating to the degree of engagement and Our capacity to develop and cultivate talent and boost the collaborators to share feedback and the assessment. Work-life balance interaction with our Company Page and the use of the tool professional skills of our people is an essential factor to by recruiters during 2022. keep a high level of engagement and collaboration in the To convey these changes and support managers in the The commitment to taking care of the needs of our company. It is also essential to bring value to our customers adoption of new parts of the process, in the course of 2022 employees takes form not only by enhancing people’s Furthermore, Engineering received the Top Climber STEM and the ecosystem of which our company is part. and in early 2023 the Human Resources Department held skills, but also by promoting an incentive and welfare policy special award at the Universum Awards Italy 2022, for For us, investing in people concretely means: a total of 18 online training meetings with the managerial that enables every individual employee to find an inclusive having increased its ranking by 18 positions compared • adopting a performance assessment system aimed at the population on 3 topics: general performance assessment, place at Engineering, where their needs are listened to and to 2021, thus becoming one of the 50 best companies growth of each and every team member, which is also calibration and provision of feedback. Each series of validated. Social according to students in the Engineering/IT/Natural Science consistent with specific and shared goals; meetings involved over 700 managers. Social category. • offering a number of training paths for all employees, Indeed, we believe that a work environment aimed at targeted at the development of technical skills and The performance assessment cycle followed the calendar favoring the proper work-life balance has a positive impact In continuity with the prior year, talent selection took specific soft skills; year and was broken down into three main phases: on people’s well-being, motivation and productivity. This place in the Cornerstone Recruitment suite called F.A.R.E. • defining professional areas and employee profiles in line is why we dedicate significant attention to services for (Fair Appraisal Recruiting Engineering), which enabled us with the reference market (job architecture); - the definition and assignment of performance targets families and solutions that help to best balance professional to implement a series of new, entirely digital and virtual • ensuring a continuous flow of communication through at the start of the year, placing a particular emphasis on life with personal and family needs. processes and immediately achieve significant results. This events and meetings between management and the “target definition culture” to guarantee a clear and important work is intended to fully transfer the new hire employees at every level. objective estimate of its achievement; Even before the COVID-19 emergency made them search, selection and coaching process to a single digital - the mid-year review, which provides an update on indispensable, we introduced flexible forms of working, platform. The infrastructure allows us to: progress in meeting targets and sharing between including: • receive CVs from multiple channels and select them in Transparent performance assessment managers and collaborators midway through the process, • telecommuting, or the possibility to work five days a week agreement with the various managers responsible for in order to decide on any support actions that may be from home, granted to employees with disabilities; open positions Our performance assessment system makes it possible required; • flexible working, or the possibility of doing some work in a • support the organization of remote interviews, by sharing to align individual performance targets with the business - the final assessment based on the estimate of the degree different office from that where the employee is based, in calendars and automatically sending appointment emails strategy, encouraging and rewarding expected behaviors of achievement of the performance targets defined at the order to improve work-life balance. • share the assessments of managers with those of the to achieve a balance between efficiency and excellence. start of the year. HRO Department, generate the recruitment letter and Its entirely digitalized management in the cloud on the 5 forward it to the candidate for acceptance Cornerstone platform enables us to perform analyses and More than 9,700 people were involved in the 2022 • automate the process of creating the email account and detailed studies of the results, comparing them over time. performance assessment process. facilitate the assignment of the necessary equipment to the new hire In July 2023, a new performance assessment component • create reports on the progress status of applications. was also introduced relating to the behaviors enacted to reach the defined targets. In line with the Strategic Our numerous collaborations with technical institutes Narrative adopted in the first half of 2023, we notified as well as universities, which have become more well all employees of the 4 distinctive behaviors for the established over the years, also fall within this context. achievement of the business strategy and provided people In 2022, we continued our partnership with secondary with the tools for observing and recognizing them, also with the support of the Cornerstone platform. 5 The figure is the result of an approximation, based on the assessment sheets received 38 Engineering © Engineering © 39