Professional development and Internal Job Market

The Intesa Sanpaolo Group considers the motivation and enhancement of the Bank's people as a priority. For Intesa Sanpaolo, putting the "Person at the Centre" means offering initiatives to develop and strengthen skills, considered essential for the realization of business strategies in terms of generating social, economic and economic value.


Learning Academy

During 2021, the Direction continued the implementation of innovative training models and methodologies, oriented to the people of the Group, useful for promoting multi-channel training that maximizes learning simplicity and flexibility. 

The strong remote working and training experience gained in 2020 due to the pandemic was capitalised in 2021 by continuing the use of remote channels for synchronous and asynchronous training.

In 2021, the Group’s people were very positive about the training with satisfaction levels of 87% for digital training and 97% for live training.

To meet the challenge of excellence in a complex context, the training and development action is constantly renewed to support the business results of today and tomorrow with the following objectives:

  • developing distinctive professional and managerial skills at all levels
  • promoting the dissemination of our key values by linking the learning of principles to daily behaviour in order to strengthen corporate identity
  • guiding the Group's growth by supporting innovation, internationality and inclusion
  • supporting Business development and disseminating financial and business culture among customers, while enhancing the Group’s know-how and image.
2021 achieved results

The training activity as a whole generated about 12.8 million hours of training (around 46 million since 2018) with a percentage of active users (73,556) compared to the workforce (74,685) equal to more than 98% for the Italy perimeter only. 

On a thematic level, the mandatory training provision for Group’s people was extended and updated, based on the guidelines set out in the new Code of Conduct. New digital contents were published on the subject of Legislative Decree 231 and cybersecurity, the latter area considered to be extremely significant, also given the continuation of the health emergency. There was a number of ESG training initiatives aimed at the IMI CIB Division, Intesa Sanpaolo Private Banking and the rest of the Group.

Overall in 2021, over 74,300 people in the Group (77% of the total) benefited from almost 700,000 hours of ESG training (14% of the total), a value almost doubled compared to 2020, recording over 9 million content viewed on digital platforms (Apprendo, Myla and Scuola dei Capi).

In the context of Diversity and Inclusion, in line with the 2018-2021 Business Plan, initiatives were provided on various topics (with the involvement of over 1,000 Managers through Management School), such as female empowerment and the dissemination of the ageing culture.

In 2021, Management School assisted over 7,900 Managers and 300 Talents with a wide range of initiatives. The Management School App was enriched with 270 new learning objects, for a total provision of 960 contents also dubbed in English, and achieved an 81% adoption rate and 98% satisfaction rate. Digital planning was focused on the managerial conditions of the new working context and on strategic issues for the Bank: sustainability, Diversity & Inclusion issues, technological evolution in the workplace and the transformation of professional areas and business models.

The K-Hub programme was launched, the first internal Business School which in 2022 will allow 35 high potential Managers to experience management development and gain an insight into strategic issues of relevance to the next Business Plan. The Business School, in its international capacity, involved around 1,000 managers of the International Subsidiary Banks in 5 editions of Digital Talks on global topics, and launched a journey of meetings on ESG issues for them. It also provided 220 English language courses for 230 Managers, part of an internationalisation goal.

Professional Development Initiatives for our people

Initiatives and activities

In addition to the Group's initiatives to enhance its People on a human level, Intesa Sanpaolo promotes initiatives to allow employees to test themselves in different realities of the Group and promote talents with international paths.

  • Jobs@ISP: is the process that manages the internal labour market in Intesa Sanpaolo, offering all colleagues the opportunity to apply for vacancies in the different realities of the Group. It has been launched in May 2018, and it is implemented on the same platform that manages external recruitment, it shares its logic, processes and evaluation methodologies, and allows the Group's employees to spontaneously apply for ads that are published weekly on the People internal portal: if their profile is consistent with the requirements shared by the structure that opened the research, internal candidates support selection interviews for the evaluation of soft skills and those to the suitability that allows them to carry out new experiences within the Group. Since the start of Jobs@ISP, research has been published for over 1,180 positions, which have collected over 15,000 applications and led to the inclusion of about 600 colleagues in new structures (more than 300 in 2020).
  • International Talent Program (ITP): the International Talent Program (ITP) is one of the most important initiatives to enhance the talents of the Intesa Sanpaolo Group. Launched in 2017, for the development of a new generation of managers, or high-level professionals, with an international culture, the Program is aimed at a pool of collaborators with a professional profile or manager of professionals.
    The qualifying element of the Program is represented by personalized development paths lasting a total of 3-5 years. Each path is characterized by interfunctional, interdivisional and international work experiences, each of an indicative duration of at least one year. The goal is to develop a global and international vision of the Intesa Sanpaolo Group through the consolidation of new skills, both specialized technical and behavioral and managerial.
    During the years of experience, all the participants in the Program, in support of their professional development, are involved in high-level specialist and managerial training initiatives in English, in collaboration with the best international Business Schools. In February 2022, the selection process for the third edition of the International Talent Program began, aimed at colleagues from all over the Group identified on the basis of objective criteria of merit, age and study path. The selection process, divided into three phases (online selection test, Digital Contest, HR interview), will define the protagonists of the third edition of the program by October 2022.
Initiatives and activities - International Subsidiary Banks

Corporate Business School

The “Corporate Business School” training program aims to strengthen the technical-specialist skills and soft skills of the Relationship Managers of the Corporate & SME segment of the subsidiaries of the International Subsidiary Banks Division. The project was developed by the Corporate & SME and HR Departments of the Division in collaboration with the Business School of the University of Turin and in collaboration, both for the design and for the teaching, of the colleagues of the Chief Lending Officer area of ​​the Group and of the Corporate and Investment Banking Division. The program has a duration of one year and a modular structure on four main areas: Corporate & SME Segment and Customer Focus, Products & Corporate Finance, Credit Process & Credit Risk Management, Communication and Negotiation Skills, and includes a final certification issued by University of Turin. Launched in 2019, the program continued in 2020, despite the pandemic, with an entirely online offer through webinars dedicated to comparing and sharing best practices on various business topics. The first edition, which ended in March of this year, involved about 50 Relationship Managers.

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