Sustainability Report 2012 - Generali Versicherung AG

mobility, coaching programmes and participationin strategic projects), the Group aims to provideprofessional development opportunities, guaranteemotivation and commitment, and support long-termmanagerial continuity.Through the People Project, since 2011 the Group hasset itself ambitious goals in Italy in terms of identifying,developing and retaining talent. More specifically, the aimis to fully exploit the information on the Group’s key peopleand young talent, analysing the information collected in thevarious geographical areas during the annual managementreview process.Week of Money, NetherlandsTraining programmes are organised for new hires andare initially aimed at facilitating their integration intothe company and enhancing their knowledge of thecompany's business; later on, they focus on developingtheir potential, expertise and leadership skills.The key factors that persuade young talent to workfor the Group include: its reputation, remuneration andbenefits it offers, its ethics and culture, its innovation,its creativity, its work-life balance policies, internationalmobility, professional growth through training, careeropportunities, job security, the positive atmosphere inthe workplace, and the sustainability policies adopted bythe Group.In Italy and the other countries, the retention of thehighly-valued young takes place through developmentprogrammes, in which they are assigned with roles ofincreasing responsibility, which provide them with thetraining they require to develop their technical/professionaland behavioural expertise.In Austria, for the second year in a row Generali won theCareers Best Recruiters award for best company in themanagement of personnel selection processes, and theTop and Open Company award organised by Kununu.com, the online forum where employees evaluate theiremployers.Demographic changesThe demographic changes taking place which,particularly in Europe in the last few decades,have seen the number of elderly people rise as apercentage of the entire population and the age ofretirement increased in many countries, are havinga significant impact on the workforces which mustbe correctly managed. To this end, the Grouphas developed various studies and projects in theprincipal countries.In Germany, the Group presented theDemographic Challenge - Managing an AgingWorkforce project which addresses the issueof demographic change and its impact on theGenerali Group in Germany. As of 2045, Italy,Austria, Germany and the Czech Republic will bethe Group countries most affected by the reductionin the working population. In the meantime, theaverage age will rise: for example, whereas in 2008the average age of the German population was43.8 years, in 2060 it will be 49.9 years.The aim of the project is to define a policy formanaging human resources in the future beginningwith an analysis of the various age groups thatGroup employees fall into; it will then be possibleto forecast the age distribution of employees inthe future (2045-2060). The process continueswith the identification of the risks associated withthe ageing of the workforce, a simulation of thedemographic change in the Group companies,and the analysis of existing measures and those toadopt in the future to address the consequencesof the ageing of the workforce in the main areasof activity of human resources, such as: selection,working hours, knowledge transfer, companyculture, lifelong learning and health management inthe workplace.In the Netherlands, Generali Netherland publisheda study on this issue, Generali’s Generationsdemographic trends and their impact onGenerali’s workforce, which underlinedhow demographic change is an unavoidablephenomenon that companies will have to addressin the coming decades.In Italy, in 2012 Generali carried out an analysison the entire population of over-55’s mappingthe resources which, in terms of motivation andtechnical expertise, will be exploited via knowledgemanagement initiatives to create an internal facultyand a partnership between the various generations.In France, Generali France launched the AmbitionProvince Project, a structured strategic projectwhich, in order to address the issue of the ageingpopulation, will seek to rejuvenate the workforcevia: a policy for recruiting staff of under 30 yearsold; an Apprenticeship Policy which, for 2011-2013, involves a plan to permanently hire 25%of trainees in the company; a policy to establishrelationships with those universities that provide thebest training as well as professional developmentplans for specific roles. Beginning with an ageanalysis of the back office staff that work in Frenchcities, a plan for the future management of humanresources will also be established.EMPLOYEES | 47