Ongoing training
The Group's commitment to ensuring continuous training for all employees is evidenced by the target of 25 million training hours, as set out in the Strategic Plan 2024 - 2028 "The Connecting Platform". As further proof, from 2017 to 2024 Poste Italiane invested 42.8 million hours in training. Specifically, around 6 million hours of training were delivered in 2024, through multiple training initiatives developed to meet the challenges of the strategic plan and support the specific needs of its people.
In addition to developing role skills that are essential to support new business and service models, the annual training plans placed great attention to the growth of soft skills. These are essential to cope with a constantly changing environment and to promote behaviour oriented towards sustainability, innovation and continuous improvement. Training with a multimodal approach that combines in-presence training, realised through the use of innovative tools, with digital learning content, available at any time and accessible from different touch points. In line with technology trends and new mindsets, the training plan for the year 2024 includes a focus on Artificial Intelligence. At a transversal level, "LabAi Literacy" was held, a course intended for the entire Group population and consisting of 10 webinar lectures for voluntary participation, which will then be repeated in 10 online modules on the training platform. In addition, still within the framework of AI, other initiatives were held to deepen certain aspects, aimed at specific targets in the areas of Cyber Security, Privacy, ICT, banking, regulatory affairs, and business organisation.
Particular attention is given to leadership development and, more generally, to a mindset supporting the continuous growth of managerial skills to inspire change, read the present and the future and generate "value" for people and the organisation. Following the Group's leadership model, significant effort has been made on developing distinctive competencies, guiding managers towards a less transactional and more people-oriented approach, in line with the current phase of corporate transformation. For managers, targeted and structured training activities were promoted, with the aim of enriching managerial practices by opening their eyes to horizons other than their own, to broaden their vision of complex contexts and strengthen leadership skills in a constantly changing context. It also confirms the focus on the development of soft skills, which are increasingly essential to support change, from managing relationships with employees to the ability to tackle and solve problems of varying complexity. With the aim of developing transversal, relational, communicative and collaborative skills, necessary to deal with organisational changes and work effectively in a team, topics such as Public Speaking, Problem Solving Techniques and Approaches, Management by Objectives and Result Orientation, and Active Listening Techniques were covered. These initiatives, aimed at a cross-sectional target group, aim to improve performance at both individual and group level.