An efficient management and development policy for human resources is the base to ensure a meritocratic culture, where everybody can contribute and be appreciated accordingly. Laminam cares very much on this theme in order to attract and maintain people with outstanding skills that can contribute to the success and improve our organization.

We deem inter-functional and geographical mobility as a key to the development of human resources and the transfer of basic knowledge inside the organization to manage successfully the business sustainable growth. Mobility enables us to share and strengthen our sense of identity, our culture and our values, helping us at the same time to take advantage from the variety of our people, with the aim of getting superior results.

Laminam is featured by a strong innovative spirit that promotes the contribution and the professional expertise offered by each individual, develops the inhouse professionalism through continuous training interventions targeted to the requirements of each one.

Training inside or outside the company can cover three areas: management - technique - languages

The first type involves broad management issues, to support cultural and organizing changes; the technical training is based on specific contents of a company area that can support the role coverage; in the end, the language training interventions can be implemented for international areas and resources.

Protecting the safety of its workers and of its productive assets is the top priority for Laminam. The main target of the activities in the Health, Safety & Environment area is steadily reducing the frequency and seriousness of accidents and the prevention and decrease of the risks associated with the productive processes.

The Welfare Program by Laminam comes from the awareness that maintaining the purchasing power even more than the nominal salary levels is a problem that cannot be neglected anymore by companies and institutions. The main idea of this initiative is the possibility of appealing to the non-monetary compensation and to offer a range of goods and services immediately meeting primary requirements of the employees and their families for a better quality of life, which is indispensable for a productive and efficient work.
Laminam offers its employees several benefits by supporting the Welfare Program, including several initiatives to improve the wellbeing of the employee and the reconciliation between private and working life, above all with agreements with: schools and day nurseries, restaurants and canteens, fitness centers and gyms, dentists, banks, car dealers and workshops, cinemas and theaters, shops

The Compensation System by Laminam is aimed at ensuring the strengthening of values, knowledge and behaviours in line with the company culture and strategy by acknowledging: assigned responsibilities, proven knowledge and skills, achieved performance, vertical and horizontal development potential

The Compensation System is structured to point out the capacities of workers to achieve the expected results and to create feedback occasions between manager and worker: the company targets are turned into individual targets through a cascade process, thus ensuring the alignment towards our strategic targets.

This analysis and evaluation is made yearly (Figure 2) on all people and may involve:

• Salary Review, based on inner impartiality and competitiveness of the external market
• Performance Appraisal connected with both company and individual performance as for business and behaviour
• mobility, both horizontal (interfunctional) and vertical (hierarchical)
• management development plans
• technical training plans.