The Generali Group regards learning and knowledge sharing as crucial elements for meeting its improvement goals, maximising business value and implementing its new strategy based on its core insurance business, on a customer-led business approach and on the strengthening of its capital solidity and profitability.

Human capital enhancement is supported by the Generali Group Innovation Academy (GGIA) - the Group Corporate University - which meets the professional growth needs of employees with training activities that are consistent with the Group's objectives and strategies. The GGIA organises and coordinates Group training initiatives for the workforce in all of the Group's companies across the world and provides support and consultancy for the activities of the training centres in European, Asian and South American countries.

One of the Group's most noteworthy international training initiatives is the Ulysses Programme. Targeted at senior and middle managers, this programme examines the issue of the competitiveness of the Group through the analysis of the markets and the various different contexts, following the learning journey model. This modular course (in 2012 one of the modules focused on Corporate Social Responsibility) offers participants the opportunity to carry out benchmarking and to exchange ideas and experiences with experts and specialists in various fields and from different parts of the world. The other training programmes include: the Marco Polo programme (already mentioned in the section Diversity and inclusion), aimed at international mobility employees; the Solvency II Group Training Programme, which seeks to provide an overview of the technical and cultural requirements for complying with the Solvency II regulation; the Internal Audit Programme, a multi-year initiative designed to improve the technical knowledge and management skills of the Internal Auditors in the Group's various offices across the world.

At local level, in all of the countries in which the Group operates, there are language, IT, legal (privacy, anti-money laundering, administrative responsibility, health and safety, etc.) and business training programmes, as well as initiatives for developing technical expertise and management and behavioural skills. More specifically, in Italy the training of the administrative workforce at the individual companies is managed by the GGIA, which also provides consultancy regarding the training courses for the sales force not on the payroll, promoted by the management teams of the individual companies.
In Germany, Absolventa GmbH awarded Generali Group Deutschland with the prestigious Official Trainee Seal in 2012 in recognition of the international programmes it provides for its workforce.

2012 Group training in numbers

The training data refer to the Generali Group worldwide.

In 2012, 6.6 million training hours were provided, 2.8 million of which to the female workforce.

At global level, the number of Group employees and sales force not on the payroll involved in at least one training programme during the year came to over 172,000 or represented 85% of the total workforce, with an increase of 2.8% compared with the previous year. More specifically, 83.4% of employees (88.4% of managers, 79.3% of middle managers, 76.5% of office workers and 100% of sales staff) and 86.1% of the sales force not on the payroll took part in training courses.

(in million Euros)MANAGERSMIDDLE
Italy 18.8 11.9 26.7 13.6 19.6 12.6 18.7 29.6 49.8 34.0
Austria 3.6 - 24.5 26.0 17.0 24.3 65.1 90.4 - -
Czech Republic 18.7 88.2 19.6 48.2 10.3 29.4 40.1 33.8 10.9 42.0
France 26.0 46.5 17.2 20.6 48.3 47.7 44.1 60.7 29.1 16.2
Germany 31.5 28.7 36.1 27.5 27.7 23.4 78.8 54.8 41.9 46.0
Spain 38.0 32.2 30.6 22.4 21.3 23.9 28.0 32.6 49.7 56.5
Switzerland 29.1 22.7 29.8 57.6 26.8 31.4 51.7 52.8 - -
Other European Countries (*) 50.8 50.7 52.0 40.4 27.5 25.1 33.8 44.5 18.9 50.1
The Americas (**) 25.1 40.6 33.4 34.5 32.4 27.9 144.5 12.9 7.0 14.8
Africa and Asia (***) 41.8 58.3 39.2 32.9 32.7 30.8 335.6 216.7 47.7 17.1
Generali Group 31.3 36.3 28.4 28.4 25.9 25.0 61.3 52.3 42.2 32.7

(*) Belgium, Bulgaria, Croatia, Greece, Hungary, Ireland, Kazakstan, Liechtenstein, Montenegro, the Netherlands, Poland, Portugal, Romania,
Russia, Serbia, Slovakia, Slovenia, Turkey, the United Kingdom.

(**) Argentina, Brazil, Colombia, Ecuador, Guatemala, Mexico, Panama, the USA.

(***) China, the United Arab Emirates, Hong Kong, Indonesia, India, Philippine, South Africa, Thailand, Vietnam.



  • In 2012, the average number of training hours per capita was equal to 32.6 hours (39.8 in 2011), decreasing by 18.1% compared with 2011; the figure relating to the female workforce, 32.1 hours, was consistent with this.
  • The reduction in the number of training hours per capita was the result of the combined effect of the reorganisation activities, which slowed down activities in Italy and Germany, and the widespread growth of e-learning courses, which generally take less time than classroom courses.
  • At Group level the number of training hours provided to employees at all levels increased or remained much the same. One exception is the sales staff which, despite continuing to receive particularly intensive training, actually saw a reduction in its number of training hours per capita, as too did the sales force not on the payroll.
  • The situations in the individual countries are very disparate and often, as a result of specific requirements, different categories of workers within the same country display opposing trends in terms of the number of training hours received. 

In 2012, investment in training came to 76.8 million euros, slightly down compared to the previous year (-0.5%).
The average cost of training per employee, at 379.2 euros, increased by 12.4% compared to 2011.