People Development

06/18/2019 - 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 2018, TIM took part in testing of an analysis model on the themes of inclusion with La Sapienza University, which clearly demonstrated that people who feel included and have the better inclusion skills have the highest satisfaction and engagement levels. For TIM working on inclusion is crucial to corporate performance.

At the end of 2018, an internal survey was carried out, in partnership with La Sapienza University of Rome, involving a sample of 4,000 people representing the TIM S.p.A. on the themes of personal initiative and work context. One section was dedicated to empoloyee satisfaction, based on the original Smith Kendall and Hulin scale (1969): the average satisfaction  value calculated, on a scale ofrom 1 to 6 was 4,12.

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.