Selection, recruitment, talent retention

The Group is committed to hiring highly qualified staff following a selection process based on the principles of fairness and impartiality.

All staff are given regular employment contracts as illegal employment, exploitation, forced, compulsory and child labour are not tolerated in any form. Employees receive clear and specific information on legal and salary-related issues when they are hired and when carrying out their jobs. In addition to this, for the duration of their working relationship with the Group they also receive information that helps them to understand the nature of their role and to carry it out correctly.

In order to meet and attract young talent, the Group participates in events such as Career Day and Recruiting Day, career guidance days that seek to put companies in contact with young graduates and final-year students; sponsors initiatives and works with universities and organisations that organise Master's courses in economics/ finance and law; finances several scholarships for highpotential students and launches internship schemes for undergraduates writing their dissertations and graduates, to enable them to acquire experience and make positive contacts with a view to developing the working relationship in the future. Internally, it also drafts suitable professional development plans for specific positions (actuaries, analysts, sales force, etc.).

In Italy, personnel recruitment is coordinated by the Group Recruitment and Selection department, which is managed with the support of the Human Resources departments in the various companies.

The selection process comprises a diversified procedure that evaluates the skills and personal qualities of candidates on the basis of the different levels of experience they have acquired. junior candidates (university/high school graduates or those with less than 3 years of professional experience) participate in collective selection assessments where they carry out individual and collective tests, while senior candidates undergo individual assessment. In both cases, if they are successful at the selection assessment stage, candidates undergo a technical interview with the managers of the sector interested in hiring them.

The Group Recruitment and Selection department plans, implements and monitors the selection processes for the Italian Group companies, quickly and effectively filling vacant posts with people with the requisite skills by monitoring recruitment channels and using advanced selection and evaluation tools. The department guarantees the quality and consistency of the process; it also promotes Employer Branding activities to make the Group attractive to promising young people and competitive in relation to other businesses on the job market.

Ideal candidates must have a good academic background and a good degree completed in a relatively short space of time, good English and preferably also another foreign language, a great willingness to travel both nationally and internationally, good problem solving and customer service skills, and an openness to change and cooperation. For positions of high added value preference is given to those with Master's degrees.

Junior candidates often start out in the company in temporary positions which, in the case of secretarial and administrative roles, are later made permanent. junior employees are often initially allocated to the call centres where they can gain experience of having direct contact with customers; later, the best performing employees may be offered the chance of filling other managerial roles of increasing responsibility.

When selecting managers and industry experts, the Group tends to use specialised companies and publish advertisements in newspapers and on insurance and finance websites.

The selection and recruitment approach described here is not peculiar to Italy but is also shared and implemented by the main European countries in which the Group operates.

The Group believes in the internal growth of its employees and, over time, has developed an integrated talent management system (selection, training and development) based on promoting merit and on the development of knowledge and expertise. By defining and monitoring personalised development plans that use different tools (strategic training programmes also at international level, national and international internal mobility, coaching programmes and participation in strategic projects), the Group aims to provide professional development opportunities, guarantee motivation and commitment, and support long-term managerial continuity.

Through the People Project, since 2011 the Group has set itself ambitious goals in Italy in terms of identifying, developing and retaining talent. More specifically, the aim is to fully exploit the information on the Group's key people and young talent, analysing the information collected in the various geographical areas during the annual management review process.

Training programmes are organised for new hires and are initially aimed at facilitating their integration into the company and enhancing their knowledge of the company's business; later on, they focus on developing their potential, expertise and leadership skills. The key factors that persuade young talent to work for the Group include: its reputation, remuneration and benefits it offers, its ethics and culture, its innovation, its creativity, its work-life balance policies, international mobility, professional growth through training, career opportunities, job security, the positive atmosphere in the workplace, and the sustainability policies adopted by the Group.

In Italy and the other countries, the retention of the highly-valued young takes place through development programmes, in which they are assigned with roles of increasing responsibility, which provide them with the training they require to develop their technical/professional and behavioural expertise.

In Austria, for the second year in a row Generali won the Careers Best Recruiters award for best company in the management of personnel selection processes, and the Top and Open Company award organised by Kununu. com, the online forum where employees evaluate their employers.

Demographic changes

The demographic changes taking place which, particularly in Europe in the last few decades, have seen the number of elderly people rise as a percentage of the entire population and the age of retirement increased in many countries, are having a significant impact on the workforces which must be correctly managed. To this end, the Group has developed various studies and projects in the principal countries.

In Germany, the Group presented the Demographic Challenge - Managing an Aging Workforce project which addresses the issue of demographic change and its impact on the Generali Group in Germany. As of 2045, Italy, Austria, Germany and the Czech Republic will be the Group countries most affected by the reduction in the working population. In the meantime, the average age will rise: for example, whereas in 2008 the average age of the German population was 43.8 years, in 2060 it will be 49.9 years. The aim of the project is to define a policy for managing human resources in the future beginning with an analysis of the various age groups that Group employees fall into; it will then be possible to forecast the age distribution of employees in the future (2045-2060). The process continues with the identification of the risks associated with the ageing of the workforce, a simulation of the demographic change in the Group companies, and the analysis of existing measures and those to adopt in the future to address the consequences of the ageing of the workforce in the main areas of activity of human resources, such as: selection, working hours, knowledge transfer, company culture, lifelong learning and health management in the workplace.

In the Netherlands, Generali Netherland published a study on this issue, Generali's Generations demographic trends and their impact on Generali's workforce, which underlined how demographic change is an unavoidable phenomenon that companies will have to address in the coming decades.

In Italy, in 2012 Generali carried out an analysis on the entire population of over-55's mapping the resources which, in terms of motivation and technical expertise, will be exploited via knowledge management initiatives to create an internal faculty and a partnership between the various generations.

In France, Generali France launched the Ambition Province Project, a structured strategic project which, in order to address the issue of the ageing population, will seek to rejuvenate the workforce via: a policy for recruiting staff of under 30 years old; an Apprenticeship Policy which, for 2011- 2013, involves a plan to permanently hire 25% of trainees in the company; a policy to establish relationships with those universities that provide the best training as well as professional development plans for specific roles. Beginning with an age analysis of the back office staff that work in French cities, a plan for the future management of human resources will also be established.