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Prysmian Group – 2015 Sustainability Report
Prysmian’s People
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Investing in people
For the Prysmian Group, intellectual capital and talent are strategic assets for the achievement of profitability
and value creation objectives and, as such, must be supported by appropriate actions to develop and
enhance their worth. For all activities, the Group relies on the performance of its people, be it the steady
improvement of product quality, the expansion of markets, the management of customers or the acquisition
of new businesses.
Consolidated processes for the management of human resources, incentives and personal motivation,
combined with opportunities for international exchanges, ensure that Group employees are able to grow both
personally and professionally.
The Human Capital Development strategies based on an integrated talent management system that can
attract, develop, promote and retain high-potential people.
The talent management system is based on four pillars: Recruiting and Talent Acquisition, Training and
Development, Performance Management and Talent and Succession Management.
RECRUITING AND TALENT ACQUISITION: GRADUATE PROGRAM
Over 45,000 applications received and 170 young people selected in 2012-2016.
The development of managers and technicians of the future starts by recruiting the most capable individuals
available, with particular reference to new graduates. “Build the Future, the Graduate Program” is an
international programme for the recruitment and induction of new graduates. The objective is to place young
graduates with high-potential profiles in various functions and geographical areas.
The Graduate Program involves the following phases: a thorough selection process, an induction period in
Milan followed by a one-year job rotation and allocation of a company mentor, an international placement for
at least two years, ongoing training opportunities and involvement in inter-company projects.
Launched in 2012, this programme has already resulted in the recruitment of 170 young people from 30
different countries. In the first half of 2015, 41 new international staff were taken on from the fourth wave of
the programme, while in the second half of the year 20,000 applications were received. This will lead to the