Human Resources
Telecom Italia Media updates its Sustainability reporting Consolidated Annual and First Half Reports, addressing said issues in a dedicated section.
The Telecom Italia Group's Code of Ethics is based on the Global Compact promoted by the United Nations and sets forth a large number of principles pertaining to Human Resources, such as health and safety at the workplace, respect for employees' rights, the enforcement of equal opportunity policies and the promotion of professional growth. The Telecom Italia Group also follows the OECD guidelines as well as the ILO principles (International Labor Organization).
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Telecom Italia Media acknowledges the central role of Human Resources, respects workers' rights, ensures safety at the workplace and protects employees' health. Group's Human Resources policies are targeted at ensuring equal opportunities and promoting the professional growth of each and every employee.
TELECOM ITALIA MEDIA GROUP
| Workforce at 06/30/2011 | Workforce at 12/31/2010 | Delta |
| 729 | 733 | -4 |
At June 30, 2011, the workforce numbered 729 units, showing a decrease of 4 units compared to December 31, 2010. In detail, a decrease of 5 units regarded indefinite-term employees and an increase of 1 unit concerned definite-term employees.
| (units) | 06/30/2011 | 12/31/2010 | Change |
| TI Media - La7 | 490 | 481 | 9 | |
| MTV Group | 188 | 201 | (13) | |
| Network operator | 51 | 51 | - |
| Group Total | 729 | 733 | (4) |
The workforce by category at year-end is shown in the following table:
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(units) |
06/30/2011 | 12/31/2010 | Change |
| Executives | 29 | 30 | (1) | |
| Middle Managers | 122 | 119 | 3 | |
| Juornalists | 94 | 97 | (3) | |
| White Collars | 481 | 484 | (3) | |
| Blue collars | 3 | 3 | - |
| Group Total | 729 | 733 | (4) |
The breakdown of workforce by professional category was as follows:
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TELECOM ITALIA MEDIA S.P.A.
| Workforce at 06/30/2011 | Workforce at 12/31/2010 | Delta | |
| 490 | 481 | 9 |
Telecom Italia Media S.p.A. employed a workforce of 490 at June 30, 2011, up by 9 resources compared to December 31, 2010.
In detail, a decrease of 1 unit regarded indefinite-term employees and an increase of 10 units concerned definite-term employees, as a result of the internal production performance.
The breakdown of Telecom Italia Media S.p.A. workforce by professional category was as follows:
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ORGANIZATION
Pursuant to instruction No. 84 dated April 5, 2011, the operational management responsibility has been defined within the Digital Content Function.
On April 8, the Board of Directors of Telecom Italia Media S.p.A. appointed Severino Salvemini Chairman of the Company.
As of May 13, 2011, the External Relations function was introduced and entrusted to Federica Moroni; it is composed of the Press and Market Communication Office.
ORGANIZATIONAL CHART
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DEVELOPMENT/TRAINING AND INCENTIVES
Training activities carried out in the first half of 2011 resulted in the total provision of approximately 4600 hours of training, which is equivalent to a per capita average of approximately 6.5 hours (calculated based on the average workforce employed as at June 30, 2011). The themes upon which the training investment has been most focused were:
- specialized and refresher training for certain positions, conducted by external providers, with a special focus on the issues of safety in the workplace and in-depth professional learning (e.g., contract management, fiscal system, Law and Information Technology) MTV developed an internal project carried out by Management, aimed at raising awareness about the programming of the various channels, the content and processes as well as the reasons that determine the choices and national and international acquisitions for all the different brands, involving about 160 people;
- with regard to Safety issues, in line with the project developed in 2010, there was an additional training session dedicated to the "Culture of Safety", with the aim of strengthening the focus on the concept of "implementing safety"; the project, which is grounded in current legislation, aims at turning behaviors based on compliance with the law into prevention for themselves and the others; these activities involved 8 employees from the TV Operations, Production and Legal departments.
In addition, with regard to management training, MTV organized courses on leadership and team building as well as techniques for Presentation and Public Speaking, which involved about 80 employees overall.
A total of 22 employees were involved in Fire-fighting and First Aid training, in compliance with law requirements.
These training activities represented 85% of the total;
- language training, aimed at the development and transversal dissemination of language skills through individual classroom courses; this accounted for 10% of the total.
- The first half of 2011 was also characterized by a further focus on online training with regard to the organizational model pursuant to Law No. 231, which involved about 96% of the overall workforce (excluding journalists). In the first half of 2011, online training accounted for 5 % of the total.
The relationship with the world of education was further strengthened by consolidating relations with Universities and Master programs for the activities they developed in the television field (Almed, Luiss, Roma Tre and Lumsa), through participation of Company Representatives in academic activities and the organization of internships.
Regarding the Resource Development Systems, work continued with the activities of the Assessment Center for Professionals, through which five resources were assessed and development actions were planned in order to support areas of improvements, both implementing on-the-job initiatives with the direct involvement of managers and specific training courses.
With regard to Internal Communication, the Company is constantly updating its corporate Intranet which gives special emphasis to our programs and audience share, including through the daily press coverage This year’s edition of Telecom Italia Group’s customary Open Doors event in May, during which employees’ children were given an opportunity to visit the offices where their parents work and better understand their work environment, had a great success.
In terms of Compensation processes, the managerial incentive system (MBO) for the personnel was launched, in line with the Telecom Italia Group’s policies.
The system targets the most meritorious managers and professionals, and envisions attributing two common objectives of the Telecom Italia Group, one related to the EBITDA of the Telecom Italia Media Group and 2/3 of the specified objectives, tied to assigned responsibilities. As far as the individual objectives are concerned, particular attention was drawn on the assignment of quantitative objectives. The 2011 plan called for the involvement of all executives and approximately 70% of the middle management.
INDUSTRIAL RELATIONS
During the year, dialog with representatives from journalists’ unions focused essentially on further exploration of issues relating to specific regulations contemplated in the National Labor Contract and company agreements.
With regard to industrial relations with the unions not representing journalists, on May 20, 2011, Telecom Italia Media S.p.A. and Telecom Italia Media Broadcasting Srl, together with the National, Regional and Local trade unions and the Corporate Single Union Representative body, signed an agreement governing the mode of election of the Single Union Representative bodies and the Workers Representative for Safety.
It should be noted that , in accordance with the provisions of the union agreement regulating the payment of the Performance Bonus, Telecom Italia Media Broadcasting did not pay out the Performance bonus associated with the objectives established for the year 2010. In accordance with a union agreement, Telecom Italia Media Broadcasting Srl paid out an exceptional and one-off amount to all workers employed as middle managers, office staff and blue collars, excluding employees recipients of specific corporate incentive plans.