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| Poste Italiane is Top Employer for the 5th consecutive year | +200% of participants to the Poste Mondo Welfare programme compared to 2022 | 6.5 million hours training provided in 2023 | +4% Result bonus 2023 and extraordinary bonus of €1,000 for Group employees |
A company like Poste Italiane, which plays a key role in Italy, operates across a value chain that involves a significant number of actors, which includes individuals, organisations, authorities and businesses. Consequently, in addition to complying with the regulations it is subject to, Poste Italiane is committed to taking on ever greater responsibility in safeguarding the wellbeing of the people who work in and for the Company, and those who collaborate with it or merely live in the communities where it operates, in order to foster the development of a “corporate culture” and a response to new challenges and market opportunities.
People development 2023 Data Overview
| Objectives | Indicator (KPI) | Target | Baseline | Implementation status 2023 |
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| Provide continuous training to all Group employees |
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2020 |
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| Campus Italia: Dedicated training centres for Group employees |
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2023 |
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| Implementation of a range of initiatives to strengthen the development, motivation and professional growth of employees by developing Poste Italiane Group's people |
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2021 |
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| Strenghten communication and listening with the community of Group employees, which is wide and varies by geographic origin, age, professional role, providing prompt responses in order to improve the continuous dialogue between company and employees |
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2021 | 2 Communities realised:
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| Inform and raise awareness of employee care, wellbeing and prevention activities with dedicated, integrated communications (interviews, TG Poste reports, intranet news, multimedia material) |
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2022 | 2 editorial plans realised: Poste Centro Medico and Poste Mondo Welfare |
| Release of new NoidiPoste app and intranet version on Sharepoint platform with the aim of making content and services more accessible to employees of Poste and the Group companies concerned |
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2022 |
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| Implement the upskilling and reskilling process targeting supervisors, consistent with the updates introduced by Law 215/2021, to improve their level of role awareness, performance and positive impact on the overall workplace safety system |
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2022 |
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| Implementation of a new corporate welfare model: development of screening programmes for the prevention of illnesses and corporate welfare programmes to protect the health and safety of Poste Italiane's personnel and aimed at improving their welfare and well-being |
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2020 |
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| Environmental monitoring for the determination of the annual average concentration of radon gas in the air, aimed at assessing the risk of exposure to ionised radiation, in accordance with Legislative Decree no. 101/2020 |
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2020 |
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| Reduce the number of Group employees' occupational injuries |
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2023 | New |
| Reduce the occupational injury frequency rate for Group employees |
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2023 | New |
| Increasing the participation of women in coaching and mentoring and in leadership development programmes |
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2023 | New |
| Ensuring participation in engagement and change management programmes |
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2023 | New |
| Devising and defining a parent campaign of value reference and positioning with a focus on the centrality of people, subsequently declined in the various areas of service, business and development (e.g. Digital HR, Change Management, Performance Management, Talent Management) |
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2023 | New |
| Information and awareness of care ad wellness activities. Prevention seminars by PCM specialists |
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2023 | New |
| Improving employees’ digital experience on NoidiPoste app/intranet |
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2023 | New |
| Strengthen welfare initiatives in favour of company caregivers to support care and work-life balance for the improvement of their personal and family well-being |
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2023 | New |
| Fostering the alliance between the corporate and educational worlds with new orientation opportunities for the younger generations (children of employees and students) also through the active involvement of corporate professionals |
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2023 | New |
| Implementation of a training campaign on the subject of “health risk prevention” focusing specifically on risks to the musculoskeletal system and with the aim of continually improving safety and efficiency in carrying out activities |
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2023 | New |
| Encouraging employee listening through continuous surveys |
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2023 | New |
| Enhancing the contribution of participants in training initiatives through the introduction of digital solutions for feedback collection |
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2023 | New |
| Empowering people to expand their knowledge and skills to achieve period business objectives related to the market segments covered |
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2023 | New |
