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EMEMITALIA – Company-based Training: on-the-job and blended

Amicucci Formazione took part in EMEMITALIA from 7 to 9 September 2016, providing a testimony relating to on-the-job and blended training. Franco Amicuccibegan his speech by taking a look at the 10 trends that are changing training in Italy:

  1. Blended
  2. Multi-channelling
  3. Academy
  4. Self-learning
  5. Self-production
  6. Gamification
  7. Storytelling
  8. Visual Thinking
  9. Social learning
  10. Certifications

Cristina Cocchetto, Head of Training, Management Development and Internal Communication in OVS explains the new OVS Store Management School. The school was founded together with the company itself in order to transfer the skills needed for the role of store manager responsible for sales and resource management to new graduates. Every year, the OVS Store Management School produces 120 new store managers. The course structure was recently updated to make it more attractive and to prepare store managers faster (training used to last between 24 and 30 months, but now takes 15 to 18 months) in a labour market that is increasingly fast and dynamic. The update was also necessary due to the target audience: that of the Millennials, whose learning characteristics differ from previous generations. Millennials study more when they enjoy doing so. They have a greater familiarity with the technological tools, so they are able to access the eLearning platform and the intranet and learn in a social environment. The new approach has also allowed the formalisation of technical skills by identifying and placing fundamental job skills into 6 areas and, within those areas (what you need to know how to do), which tools are required for each topic (tools, manuals and procedures). The professional portfolio and detail of the quarterly programme up to the in-store test with the training director were thereby formalised. Below is a full video of the testimony. The testimony by Professor Franco Bocchicchio continues, focussing on the educational framework in the public administration. In 2015, the Public Administration sector invested 0.30% of its personnel spending in training, a decrease with respect to the trend in 2013. Training using internal resources increased (60%), while classroom and online training remained stable (75% and 20% respectively). Another interesting point is the analysis of the perceptions on training: 27% of the population considers it useful, 24% considers is quite useful and 32% considers is not very useful. The greatest difficulty encountered in training in the Public Administration is a lack of strategy regarding training plans and a lack of culture in the use of new technologies. In conclusion, the testimony of Professor Pier Giuseppe Rossi summarises certain key and fundamental concepts:

  • Alternating between theory and practice related to individual trajectory (the posture of being able to learn and knowing how to become part of the dynamic by working in accordance with system).
  • Map – macro and micro vision: it is always necessary to have local understanding (what I do) in a global context (role).
  • Tutor: this figure should be formalised and given greater recognition. It is a person who is able to accompany/support and describe what they do. They must be able to guide the employees/resources to allow them to ask questions to understand the context. The role is increasingly important in companies that require high dynamism and speed of learning.
  • Collaborative research model with the company: the change between training and innovation should be formalised. Universities must become places where it is possible to reap what happens in external contexts, with a view to revising the relationship between education and business.
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