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Remuneration policies
During 2012, the Group continued to develop remuneration
policies that reflect business objectives, consistent with
the expectations of investors and adopting performance
considerations based on time horizons that are sufficient
to guarantee sustainability and the creation of long-
term value. In this regard, the three-year, long-term
incentive plan presented in September 2011 has been fully
implemented, with an excellent response from recipients
and a high degree of retention.
These remuneration policies are designed to attract
and retain talented individuals equipped with the skills
necessary to achieve objectives, to motivate management
to pursue improved performance, to align remuneration
dynamics with the responsibilities accepted, not least by
providing a proper mix of fixed and variable remuneration
over the short and long terms.
HR Evolution
Implementation of the new HR database will be completed
during 2013. This contains the information about personnel
management and payroll costs needed to improve the
Group's decision-making processes. As a result, it will
be possible to query the entire business population
applying various filters. Both actual and planned data
will be available for analysis, while KPIs will be calculated
automatically for economic parameters, in comparison
with inter-functional and country benchmarks. Operational
reports will be available both locally and centrally and local
HR personnel will be trained in the use and potential of the
new system.
The principal indicators gathered in 2012 concerning the
breakdown of personnel are detailed in the Attachments.
This information relates to the countries included in the
database, for which detailed analytical data is therefore
available.
