The Group is committed to the ongoing development of its workforce through a number of alternatives, such as job rotation, coaching, mentoring, training and development.
To this end, in 2013, at Fiat Group, professional development through training and skill-building initiatives continued to be one of the key elements in the Group’s strategy for the development and continual strengthening of skills for its staff. The Group’s investment in training reached a total of about €76 million. The slight decrease in investment in training is due to the priority given to activities focused on on-the-job training, e-learning and the transfer of skills between colleagues. There was no reduction in the number of hours of training, or the quality of the results of these activities.
The Fiat reference center for learning activities, Fiat SEPIN,(1) supports these efforts as needed, particularly in the rollout of required standards, regulations, and behaviors (e.g., Health & Safety, Corporate Governance), and of key techniques and skills within the automotive field (e.g., Research & Development, Manufacturing). At the individual business level, those in charge of training are responsible for the development of customized programs created to respond to specific needs and in line with Group guidance. Regular meetings, dedicated web portals, virtual classrooms, and collaborative learning sessions are some of the tools used by training managers and specialists to share best practices, coordinate formal knowledge networks, and promote synergy with regard to standards, methods and training objectives.
Since 2012, the Group has utilized an e-learning platform that is designed to increase the ability to manage and monitor the entire Group training process with a common set of rules and support remote training worldwide. Training tools and content are accessible via the platform, which training specialists can update at any time with new courses, modules, and other materials. In addition to providing on-line courses, the platform also offers training process management, including management of programs, invitations to courses, evaluation questionnaires, reporting, cost tracking, etc. Starting in 2013, the platform enables an even more comprehensive and systematic approach to monitoring learning processes and related investments.
During the year, more than 4.2 million hours of training were provided (+1.1% vs 2012) to approximately 186,000 Group employees, of whom about 149,400 were men (80%) and 36,400 women (20%).
Of the employees involved in training activities, 59.5% were hourly employees, 38.4% professional and salaried employees, and 2.1% managers. Each employee received an average of approximately 19 hours of training; specifically, 16.7 hours for hourly employees, 24 hours for professionals and salaried employees, and 32.3 hours for managers. In 2013, male and female employees have benefited, on average, from a total of 27.7 and 20.1 hours of training respectively.(2)
Investments in classroom, on-line and on-the-job training focused primarily on the Group’s four core training concepts: development of job-specific know-how (82%), managerial skills (7%), cross-cultural awareness and language skills (7%) and corporate campaigns, rules, commitments (4%).
In 2013, training on issues related to sustainability continued: the Group sustainability course has been made available on unrestricted basis and delivered to approx. 14,550 Group salaried employees worldwide in addition to all Fiat professionals worldwide and approximately 16,950 Chrysler Group salaried employees and contact workers who attended the course in 2012.
Training expenditures and activities
Fiat Group worldwide
|Spending on training (€ million)||75.7||83.7||80.3|
|Percentage of personnel costs(4)||0.8||0.9(3)||1.1|
|Hours of training provided (thousands)||4,232||4,206||4,048|
|Employees involved (thousands)||185||135||139|
Training on corporate governance, anti-corruption, human rights, non-discrimination and sustainability
Fiat Group worldwide
|Employees involved (no.)||53,242||93,232|
|of which manager (%)||4.3||2.1|
Corporate initiatives and on-the-job training sessions are designed to continually channel information to employees and keep them up to date on health, safety, and environmental issues. In 2013, around 1,184,000 hours of training were delivered on health and safety topics. 218,544 hours of training were dedicated to environmental issues.
The model, adopted in 2012, to evaluate benefits and potential savings from training initiatives continued to be used. Based on the industry leading World Class Manufacturing (WCM) Cost Deployment framework, this model is called Cost Deployment of Training.
With reference to the training initiatives most specific to field activities, the potential savings generated from as a result of the training were calculated. The application of this methodology to on-the-job-training has allowed for the generation of process efficiencies resulting from investments in employee training as well as from converting them into their corresponding economic value. In 2013, spending in the training activities monitored using this methodology amounted to about €1.3 million and generated a potential savings of approximately €2.5 million.
(1) In addition, Fiat SEPIN oversees the benchmarking and innovation of learning methods and solutions, supporting the management of training program financing and, in partnership with Fiat Group Purchasing, facilitating the selection and certification of external training providers.
(2) Averages calculated based on total workforce and not exclusively on employees enrolled in training courses.
(3) Data differs from the one reported in 2012 Sustainability Report due to adjustment to the calculation methods of personnel costs.
(4)Personnel costs totaled €9,352 million in 2013, €9,110 million in 2012, €7,629 million in 2011.