We LEARN is an international reskilling initiative launched in 2019 to equip all Generali employees with the new business, digital and behavioral skills most needed to keep growing in the digital era, succeed in the future market context and support our strategic priorities.
The program consists of three main training components:
- Foundation: basic training pills for the entire population, to create awareness on the main strategic initiatives and the impact of digital (e.g., the Digital Acumen Course to enhance the digital mindset and improve the awareness about how digital will affect business and ways of working)
- New Role Schools: mini masters dedicated to specific Group roles, to support strategic objectives with the creation of new professions such as Data Scientists
- New Skills for evolving roles: digital and classroom courses aimed at spreading new skills relevant to employees in their current role, to face the new market challenges
We LEARN ensures a new common learning experience trough a new Group Learning Platform flexible, highly customized, user-friendly and easily accessible. The employees have access to high tech & high-quality courses designed with internal experts and outstanding academic institutions.
By 2021, We LEARN will deliver up to 200 new courses in 25 languages and train over 500 internal local trainers, content experts and ambassadors to support the communication and engagement activities.
To create and disseminate a culture focused on empowering our people, in 2017 we designed and launched the Managerial Acceleration Programme (MAP).
MAP promotes and strengthens a managerial culture capable of involving and empowering our people, in line with the eight key managerial behaviours contained in the Generali Empowerment Manifesto (GEM).
MAP is dedicated to the managerial population and is entirely facilitated by Group managers, specially prepared with customised training and coaching. The course is structured into an e-learning part, a two-and-a-half-day classroom course and post-course activities to guide managers in their daily work.
In 2017, the number of Managers trained on the key managerial behaviours were 246 while in 2018, with a community of 189 certified internal trainers, more than 200 MAP sessions were held in the business units for over 4,000 managers. The objective for 2019 is to train all Group managers, around 8,900 people.
GATE (Generali Advanced Technical Education) is an international training programme that was launched in 2014 with the aim of ensuring the consolidation, updating and innovation of the technical expertise and business knowledge that represent the foundations of the current performances and future potential of the Generali Group.
In 2018 the GATE programme comprised 39 different training initiatives centred on issues of strategic interest to the Generali Group such as, for example, insurance scenarios, unit linked policies, health & protection policies, pricing in the non-life branch, fraud, customer centricity, digital marketing, etc.
Approximately 824 people attended the classroom courses and over 1,500 people enrolled on the online courses.
As well as the lecturers of the MIB - School of Management of Trieste, its main external partner, the programme will continue to rely on the contribution of the Generali Group Faculty (around 60 lecturers and speakers inside the Group).
GLOBAL LEADERSHIP PROGRAM
In the area of leadership and talent development we have defined and implemented a series of Global Leadership Programs dedicated to GLG, directors, managers, talents and recent graduates in partnership with various business schools and consultancy firms, evidence of the significant investments we make in leadership, from graduates through to senior executives.
In 2018 we launched various customised training programmes as part of the Global Leadership Program, including:
- Step Up, a 4-day residential programme at the Lausanne campus in partnership with IMD, dedicated to 70 Director Group Talents and designed to equip future Group leaders with the leadership skills necessary for the digital age;
- Global Mentoring Programme, the third edition of which was launched in October 2018 and involved 82 participants, including members of the Generali Leadership Group (GLG) and young managers from across the Group. The Global Mentoring community now consists of more than 200 people and the Group initiative has led to many regional and local mentoring initiatives
- Strategic Study Tour 2018, an immersive study tour of Singapore's ecosystem on the topic of digital innovation and business model transformation, supporting the planning of the Generali 2021 strategic cycle and dedicated to a select group of 35 senior leaders.
GROUP TALENT MANAGEMENT AND LEADERSHIP DEVELOPMENT
We are aware that the success of a sustainable business depends on the involvement of people and talent development. In line with the Generali Competency Model we have developed specific global processes and initiatives:
- GLG Performance Management and Talent Review Process: an annual process involving the senior leaders of the Group which aims to develop leadership and assess performances, in line with the company strategy. It also allows us to consolidate valid succession plans in order to develop our talents globally.
- Talent Review: an annual process that enables us to identify talents at all organisational levels and in all businesses of the Group; the aim is to identify people with high growth potential, providing them with customised career paths and specific leadership development programmes. Talent identification is carried out with the full involvement of the leadership team and according to shared and consistent criteria at a global level.
- Development Center, the final step of the Generali Talent Review Process to provide all participants with a complete assessment of their leadership style and behaviour to check that they are in line with the Generali Leadership Competency Model.
- Talent Events: these initiatives involve talents from specific professional families, from different areas of the group. The aim is to create networking opportunities and enable senior leaders of various functions to get to know their talents. These occasions are key to giving visibility to talents and facilitating their career opportunities and enabling them to work together with senior leaders on business cases developed specifically to strengthen the managerial and technical skills of the professional family.