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PRYSMIAN GROUP | DIRECTORS’ REPORT
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advancement within the business. Completion of this program allows participants to be admitted to
GEMBA, the global executive MBA program run by Bocconi.
Regional Leadership Programs: programs designed in ASEAN, in partnership with the Singapore
Management University and the School of Management, Fudan University, and in the United States,
in partnership with the Darla Moore School of Business of the University of South Carolina, and in
the European Union with Steinbeis Business Academy and Corvinus University. These are directed
at regional middle management not involved in the global programs; with their design and content
adapted to the specific nature of local business and markets, they seek to foster stronger regional
networking between managers without losing sight of the Group's overall strategy.
The
Professional School
is organised into a series of Academies by function (R&D, Manufacturing,
Purchasing, Supply Chain, Quality, HR, Finance) and has seen around 850 employees pass through its
doors since 2012 and expects to see around 500 in 2016. Its mission is to develop and share key technical
and professional skills, with the assistance of an in-house team of experts from all over the world. The key
objective is to develop and consolidate know-how and technical skills, by ensuring their transfer from older
experts to younger staff, in order to spread knowledge of the product portfolio and foster the development of
an internal network within the business.
The new Manufacturing Academy was set up in 2015. Located in Mudanya (Turkey), in one of the Group's
largest factories, it offers technical training to people from all the Group's plants.
In addition, during the year
leadership assessment and development
was introduced into Academy
classrooms, in partnership with CEB, a consulting firm. To date around 250 employees have been involved,
including senior and middle managers and technicians. This process had made it possible to supplement the
Prysmian Academy programs with individual action and development plans. In addition, this process
provides the Group with information about leadership potential and drivers of motivation, which can then be
used in developing succession plans. The same methodology has been used in critical selection processes
in several of the Group's operating companies, by providing additional information about candidates to make
for a more robust decision-making process.
Performance Management
To achieve the business objectives and continue to improve the results, each employee must be able to
make their daily contribution by being set clear objectives, agreed with their manager, and to have constant
feedback on their work and the results achieved.
The performance appraisal system, known as Prysmian People Performance system (P3), was introduced
for the first time in 2012. Following the pilot project involving the Group's executives, the system was
extended to all management and clerical staff in every country, involving a total of about 5,000 people in
2015.