"The Pirelli Group recognizes the crucial importance of human resources, in the belief that the key to success in any business is the professional input of the people that work for it in a climate of fairness and mutual trust. The Pirelli Group safeguards health, safety and industrial hygiene in the workplace, both through management systems that are continually improving and developing and by promoting an approach to health and safety based on prevention and the effective handling of occupational risk. The Pirelli Group consider respect for workers' rights as fundamental to the business. Working relationships are managed placing particular emphasis on equal opportunity, on furthering each person's career development, and on turning their diversity to account by creating a multi-cultural working environment."
(Ethical Code – "Human Resources").
The above-mentioned principles are reiterated in the "Social Responsibility Group Policy for Occupational Health, Safety and Rights, and the Environment". The commitments taken by Pirelli through this Policy reflect not only the contents of the regulations above but also the SA8000® prescriptions , which for years has been the benchmark for Group social responsibility, and the United Nations Global Compact, of which Pirelli has been a member since 2004.
|Employees' statistics||Health and Safety||Diversity Management||Training and development|
In view of tailoring training activities to meet the requirements of the premium strategy, in 2013 Pirelli created a global training system, Training@Pirelli, that makes it possible to align skills, contribute to the comprehensive system of knowledge management and create permanent training processes.
The new training model has simultaneously made it possible to extend the global reach of offered training courses to all countries, realising economies of scale and expanding the number of potential participants. The target of this innovation in training courses is comprised by the entire company population, albeit broken down by professional families and critical roles.
The new training system is based on three principal “pillars”: the Professional Academy, the School of Management and Local Education. The first two are centrally designed and are locally delivered in the various countries, but also centrally at headquarters in Milan for the most critical populations or skills. Local Education is instead locally established and provided in the individual countries and addresses specific local needs.
Analysing the new training strategy in terms of numbers, training effort rose again in 2013. The number of average days of training pro-capita was 7.2 at the global level, thus meeting the target of 7 average days of training pro-capita two years early, after originally being set for 2015.
For more information about employer branding, training and development, please go to the OnLine Report.