In line with the overall development ofthe market, where human resources are increasingly viewed as a competitive lever
to achieve growth at a global scale, our development model rests on behavioural skills as well as technical knowhow and performance which form the core of ourhuman resources management system. The aim is to be in a position to integrate
and normalise action both at corporate and local levels.
Starting from the guidelines defined in the Vision and Strategic Plan as well
as from an analysis of the systems currently in force within the Group and the
involvement of a selection of international managers, a new system of Values and Competencies was designed and disseminated. It is a system that acts as a key step towards
the consolidation of a Generali Group style, one that provides a coherent and
straightforward set of successful attitudes that Group managers worldwide are
called to implement according to a rationale of organisational integration and
common leadership style.
The Bridge - a focus on competencies
The competencies model focuses on a 360° all-round managerial action where change management and innovation
are combined with decision making responsibility, strategy execution and people
development.
Values and Competencies generating sustainable Value(click to enlarge)
Distinctive Competencies:
Strategy execution
To give information and explain corporate decisions and targets so as to provide
a broader picture of the strategy envisaged. To define concrete plans, assign
targets and proxies, monitor performance with respect to targets.
Change management
To understand and respond to the need for change both external and internal.
To stimulate innovation in terms of processes, procedures, products, services
designed to foresee and/or stimulate change.
Decision making responsibility
To promptly tackle issues arising within your sphere of action by making decisions
and taking up responsibility for the consequences of such decisions over time.
To encourage cohesion around such decisions.
Organisational integration
To understand the requirements and targets that arise from your corporate role
ensuring that these are coherently balanced with those of the team, of other corporate
areas and of the Company. To develop an efficient relationship with other people and teams by working together for the common good.
People development
To sustain the professional development of individuals with a view to fostering
excellence by encouraging and guiding them in the achievement of results. To facilitate
and encourage knowhow and the development of competencies with a view to ensuring
business continuity.
In addition, the Group envisages proactive processes and projects aimed at outlining
individual development plans that are activated after a diagnosis of competencies
(assessment centre e/o development centre) or performances. The aim is to guide
the professional growth of the resources by strengthening those skills that contribute
to achieve results and are in line with the Group’s strategic aim.
