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PRYSMIAN GROUP | DIRECTORS’ REPORT
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that will improve commercial synergies in an increasingly integrated European market. The two regions of
Central East Europe and South Europe have been created, while the North Europe region has been
extended to include Russia. The new organisation has also helped to improve the sharing of industrial know-
how, as well as logistics and procurement processes.
Lastly, the Group has increased its focus on developing new markets, by creating a new business area
dedicated to this area.
Talent and People Development: investing in people
Intellectual capital and talent are strategic assets for achieving Prysmian's goals of profitability and value
creation, which is why they must be supported by appropriate actions to develop and enhance them.
During the period 2012-2015, the Group has designed and implemented a Human Capital Development
strategy intended to minimise errors in personnel decisions and ensure the right people are in the right place,
by staffing the business with capable resources able to contribute to future growth and maintenance of the
global industry-leading position.
The Human Capital Development strategy is based on an integrated system of talent management, that is
able to attract, develop, promote and retain talented people in the business.
This talent management system is based on four basic pillars:
Recruiting and Talent Acquisition
Training and Development
Performance Management
Talent and Succession Management
Recruiting and Talent acquisition
Build The Future
Building the managers and technicians of the future begins with selecting the best talents on the market, with
particular attention to recent graduates. "Build the Future, the Graduate Program" is the Group's international
recruitment programme to place young high-potential graduates in different business functions and
geographical locations.
The Graduate Program involves the following phases:
meticulous selection process
period of induction in Milan, followed by one-year job rotation and mentoring program
two-year international assignment
continuous training opportunities and participation in intercompany projects
Launched in 2012, the programme has resulted in the recruitment of around 130 young people from around
the world. The first half of 2015 saw the intake of 40 new graduates from every continent as part of the fourth
cohort, while more than 20,000 applications were received in the second half of 2015 for the selection and
intake of a fifth cohort in 2016 comprising another 40 graduates. This was the result of an intensive
campaign of employer branding in partnership with professional social networks like LinkedIn and Monster