Human resources strategy

Human resources and the development of core skills for the evolution of the business and the market are pivotal factors in our relationship with people, and this is implemented in company policies for their recruitment, development, training and rewarding.

Selection and internal mobility

Attract individuals with the best skills for our business and retain them in the company on a long-term basis. Encourage internal mobility in diversified roles, situations and functions that make full use of the skills available and accelerate the development of individual capacities and potential.

Evaluation

Ensure transparency to personnel with regard to the methods with which they are evaluated in relation to their role, company needs and the opportunities for future career development, concerning primarily:

• performance and managerial and professional skills;
• potential.

Individual development and career advancement

Ensure the development of resources to create a portfolio of resources ready to fill key positions from both a managerial and professional perspective. Individual and career advancement pathways are primarily based on the evaluation of behaviour, performance, skills and potential. 

Training

Promote the growth of core skills for the business, offering opportunities for training to all roles, responsibility levels, professional groups and individuals motivated to enhance their own professional value to reflect the evolution of the business and company culture.

Rewarding

Reward individuals and their contribution based on clearly perceived criteria of competitiveness, fairness and merit that motivate and retain the best who contribute most significantly to the company business and its results.

Communication and listening

Create a two-way communication channel between the company and its personnel, which may be used to:

• convey messages and information necessary so that personnel may comprehend and implement company strategy;
• “listen to the voice” of personnel, to ascertain the internal climate and maintain high levels of personnel satisfaction and motivation.

Industrial Relations

Encourage the involvement of workers and their representatives in the attainment of company goals, promoting the core values for the business and its competitiveness.

Competitive Organisation

Pursue organisational innovation as an instrument for building a competitive edge, encouraging the creation of a lean organisation that is focused on the customer and on the generation of value and is integrally networked with all partners (e.g. suppliers and dealers) contributing to the company's chain of value.

Managing Diversity

Exclude all forms of discrimination, concerning in particular gender, age, nationality, ethnicity, ideology and religion, working according to laws, contractual obligations, protocols, customs and culture of the countries where the company operates.

Piaggio operates on a global scale and has employees in Asia, America and Europe from widely differing backgrounds. For Piaggio, managing diversity means recognising and respecting differences, with the company culture serving as an underlying common denominator.

Piaggio disseminates its culture and values globally to create the necessary conditions for the development of internationality and a multinational organisation that offers equal opportunities to all its employees.

For this reason, human resource management processes and, in particular:

• strategies and policies relative to personnel,
• the selection and appointment process,
• instruments for individual development, career advancement and training,
• rewarding policies,
• and talent management programmes

are all applied in accordance with the same principles for merit, fairness and transparency in all countries in which the Group operates, with particular emphasis on relevant aspects for local culture.

To promote and support intercultural exchange and the management of diversity, Piaggio also facilitates the international mobility of its human resources, encouraging the reciprocal assignment of resources among the companies in the Group.

Piaggio guarantees equal opportunities for employees of both genders, implementing concrete initiatives to help employees manage the relationship between their family and professional lives, such as:

• the introduction of contract types other than full-time employment;
• special agreements and rates with nursery schools.