The Group views the learning process as an experience that continues throughout a person’s working life, and considers investment in training a natural way of increasing the value intangible assets of the business.
New commercial and industrial challenges, alongside the constant changes in the market that the Group is called on to confront, require skills and know-how that are increasingly transversal, effective and flexible.
As such, training and knowledge management represent an important strategic lever to be developed.
Alongside the traditional methods, Fiat also employs new approaches to developing leadership and furthering individual careers, enhancing the knowledge capital of the business and disseminating the Group’s strategy and values.
Consistent with this philosophy, Group Learning, a cross-Sector organisation set up to deliver effective support to the business transformation process by coordinating training activities and sharing resources, experience and best practice, continued its activities in 2009.
In addition, the availability of the e-learning platform E-dotto made it possible to continue the offer of telematic training systems: on-line courses were, in fact, an essential tool for offering employees targeted, flexible training. Learning activities are constantly measured and monitored. The various training initiatives are analysed and assessed using a set of KPIs (Key Performance Indicators), enabling their effectiveness to TRAINING be measured in terms of:
- participant satisfaction with the initiative (Kirkpatrick model level 1)
- difference between level of individual understanding before and after the course (Kirkpatrick model level 2)
- applicability of concepts learned to the participant’s work process (Kirkpatrick model level 3)
economic impact and benchmarking against the leading competitors.
In 2009, the economic climate was particularly difficult and required implementation of rigorous cost containment measures, including for training activities. Investment in training totalled around €49 million (-46% vs 2008), with over 2,300,000 hours of training (-57% vs 2008) given to more than 115,600 individuals (-19% vs. 2008, adjusting for the reduction in workforce in 2009). 


⁽¹⁾Includes both direct and indirect costs.