People Development

12/04/2017 - 08:30 AM

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We consider the people who work at TIM to be an asset made up of expertise, motivations, potential, knowledge and experience.
To us - at TIM - development represents a 'toolbox' for:
  • maintaining, updating and boosting knowledge and expertise;
  • enhancing the potential of our people;
  • creating growth pathways to unlock talent.
The box comprises, amongst other things, assessment stages, training programmes and job rotation.
The goal is to enhance the individual as a whole, expertise and energy, and is based on our principles:
  • inclusiveness (involvement of all),
  • differentiation (pathways based on each person's specific characteristics),
  • transparency (access rules known to all),
  • equity (fair recognition of individual merit).
We believe that the commitment of each individual contributes to maintaining and boosting both the value of the individual and the value of the company as a whole.

EMPLOYEE SATISFACTION

In 2017 TIM carried out an internal survey, in partnership with the University of Rome "La Sapienza", on the themes of diversity and inclusion, on a sample of 1080 representative people of TIM S.p.A.
One section was dedicated to employee satisfaction, elaborated by the original scale of Smith Kendall and Hulin (1969): the average calculated satisfaction value, on a scale from 1 to 6, is 4,27. The percentage of highly satisfied employees (5 + 6) is 33.9%.

SUCCESSION PLANNING SYSTEM

In the process of organizational positions coverage , TIM favours the recourse to internal successors identified through the Succession Planning system: for each successor the readiness is evaluated to cover specific organizational roles or for the growth towards more complex roles. The recourse to the external market is used with reference to expressed intention by the top management or for lack of a ready replacement in the short-medium term.