People are key to accomplishing the Group's goals. Therefore, human resources management seeks to promote the competencies and skills of each individual and provide opportunities to fulfil their potential.
In this context, periodic performance appraisals are crucial: they focus on the person's set of behaviours, derived from the possession and implementation of theoretical knowledge, specialist know-how, skills, approaches and mindsets (such as professionalism, dedication, fairness, availability and initiative), and aim to help people develop as well as to identify skill training needs.
The appraisal is conducted in accordance with legal and contractual provisions, ensuring the assessments are fair as well as simply and clearly represented.
The Performanagement appraisal process is carried out once a year and involves the following steps:
- self-assessment: the employee self-assesses his skills and competencies;
- assessment: the direct supervisor gives his opinion on the employee's skills and technical-specialist competencies;
- HR Specialist monitoring: the HR specialist reviews the performance appraisal forms and submits them to the Head of the relevant organisational unit for validation; during this stage, the specialist may return the appraisal form to the appraiser citing any missing information, inconsistencies or issues to explore further;
- Feedback interview between the employee and the Supervisor; during the interview, the appraiser discusses with the employee his strengths and weaknesses as well as the training plan that will help him or her bridge the gaps.
Based on the result of the performance appraisal process, Banca IFIS rewards and acknowledges the best-performing employees and identifies which technical or management skills need to be consolidated or developed through training.
Professional training and development
Banca IFIS commits to providing training to all employees and promoting participation in refresher courses and training programmes in order to help each individual fully realise his or her skills and expectations, and thus contribute towards the Group's goals.
Every year, based on the result of the performance appraisal process and the qualitative gaps identified by the Human Resources Strategic Plan, Banca IFIS designs, plans and implements a training programme for all employees (approved by the General Manager), monitoring actual employee participation and its effectiveness, placing special emphasis on mandatory training activities.
There are three types of training:
- Management, behavioural and technical training based on the performance appraisal process;
- Mandatory Training concerning:
- Administrative Liability (as per Italian Legislative Decree no. 231 of 2001);
- transparency in banking operations and services;
- anti-money laundering and counter-terrorist financing;
- employee health and safety;
- IT security;
- privacy (Italian Legislative Decree 196/2003).
- Training courses for contingent or emerging needs, such as regulatory changes or new business priorities requiring in-depth studies of certain topics in order to acquire specific skills in a short period of time.
Based on the topic to explore and the target level of knowledge, Human Resources Development identifies the most effective and efficient training method. These methods include:
- management and behavioural training workshops (in-house and external);
- specialised technical training (in-house and external);
- on-line courses;
- external seminars / conferences;
- training on the job.
Based on the training needs emerged from the 2015 performance appraisal process, in 2016 Banca IFIS provided soft skill training as well as technical courses. It also provided mandatory and specific training courses to employees hired during the year in order to speed up the onboarding process as well as improve performance and the organizational climate. The most popular training methods in 2016 were E-learning, in-class training, and one-to-one training.
In 2016, the Bank placed special emphasis on including and promoting female talent through two training and awareness-raising initiatives: Leadership in action, a one-day course reserved for the middle management and attended by 26 participants, and the Diversity and Inclusion workshop, a two-day event attended by 16 employees.