In this evolving landscape, Kineton is also conducting its own “war,” focusing more and more on the individual as well as talent, which is why it is transforming and re-organising internally.
One of the leading players in this re-organisation is the HR area: a team that is attentive to the person who is seen as a professional and above all as an individual, hence the name of the new function: People&Talent Department.
One of the first challenges of this new area is implementing a large-scale recruitment plan to deal with the company’s exponential growth, which has seen the number of people increase by ten since 2017.
In fact, we have scheduled a plan of events to seek out mainly recent graduates to whom the company offers specialised on-the-job training, i.e., based on the so-called LEARN BY DOING. Ideal candidates should have an excellent academic record, but personal attitudes are also very important. There are also several open positions for more experienced resources.
But our efforts don’t stop there. In order to retain our talent, we have developed a plan to strengthen feedback.
By now, feedback is inherent, and we live it every day, every moment. Just think of social media where we often look forward to it because it allows us to understand how we are seen externally and how we can improve; think of its literal meaning (feedback), that is, a response, an opinion on something that has been and that can influence our future behaviour.
We believe that only through continuous feedback we can increase people’s motivation, thus improving behaviour and performance and therefore improving our productivity.
Moreover, by constantly collecting feedback from our people and aligning it with our business, we actually involve them in company decisions to build together the company of the future.
But that’s just the beginning…
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