Page 88 - SUSTAINABILITY REPORT 2016

YOU PEOPLE 89
Building professionalism
and promoting engagement
825,840 Sharing a sense of responsibility, exchange with managers regarding
information and competencies across the individual performance and attainment
TOTAL TRAINING organization and being able to count on of set objectives, this being assessed
HOURS highly motivated people who embrace regularly, fairly and transparently. Focusing
SHIP+SHORE change is vital for supporting future on sharing of responsibility, dialogue
growth and pursuing excellence. The and feedback, in 2016 Costa Cruises’
16.75 encouragement of forms of innovative Performance Management system was
involvement, oriented towards harnessing used to assess 93% of the workforce; our
engagement and passion, is part of our objective is to reach 100% in 2017.
TRAINING HOURS PER development plans, which are structured The Leadership Programs defi ned for
PERSON (SHORESIDE) diff erently for ship and shore. Cornerstones shoreside and shipboard positions are
of our People Strategy are consistent designed to enhance talent development,
leadership style, the introduction of a new strategic thinking and decision-making
65 system of management and the promotion capacity (in situations of stress and great
of two-way ship-shore dialogue. During management responsibility) as well as
TRAINING HOURS PER the reporting year, work continued on basic managerial skills. The programs
PERSON (SHIPBOARD) the alignment of our training and career and other training tools are prepared in
paths and new actions were implemented collaboration with important partners
to identify talent and select Costa’s future such as London Business School, Harvard
leaders. University, INSEAD, IMD.
A central and strategic part of the Development of technical skills,
eff ectiveness of the ongoing process of especially for Ship Offi cers, is carried
change and the defi nition of professional out in accordance with the Corporation’s
development plans is the structured objectives and managed by Carnival
Made in Costa: bringing the headquarters on board
One of our general aims is to bring about greater interaction between the two parts of our
business – a meeting of two very diff erent symmetrical worlds: ship and shore. The idea of
giving shoreside employees hands-on experience of our shipboard operations led in 2016
to the launch of Made in Costa, a program off ering two days of full immersion in working
life on board. This opportunity was off ered to senior managers from our Head Offi ce so
that they could see the business and the product from a diff erent perspective. Participants
gained direct experience in one of fi ve diff erent positions on board (in Housekeeping,
Entertainment, Tours and the Hospitality Service), and also had a session of ‘shadowing’
during which they worked side-by-side with a colleague, enabling them to discover the
at CSMART in Almere (Netherlands), career growth, whether horizontal or 277,351
Maritime. Offi cers regularly attend courses our employees so that they can achieve
including specifi c leadership modules vertical, and we do this by means of HOURS OF
designed to consolidate key bridge advanced resource management policies PROFESSIONAL SKILLS
management skills. and systems. In this sense we encourage
2016 saw the launch of Talent Waves, our Costa people to rise to challenges and take
new managerial development program advantage of our global dimension. In line
designed for our most promising young with the Company’s strategic approach,
employees with the aim of guaranteeing positions vacant are fi lled mainly by
the long-term sustainable growth of means of structured paths of internal
our senior management and structured mobility. When an employee moves
succession plans in line with Company from one position to another within the
and business trends. The fi rst stage of the organization, they are always supported
project, devised in collaboration with the by a job-specifi c empowerment program.
business school ESCP Europe, involved In 2016 eight positions were advertised of
38 top performers (including 12 women) which 3 were fi lled internally.
from our Genoa headquarters and foreign
offi ces. The individual growth path
provides an all-round training experience
aimed at perfecting managerial capacity
and enabling young high-fl iers to fulfi ll
their potential, be proactive and results-
driven, and tackle challenges head-on.
Being a dynamic company we support
specifi city of the jobs with the greatest impact on the guest experience. 87% of our
shoreside managers took part in this project, which enabled them to see things from
alternative viewpoints, try doing things diff erently and appreciate the work that goes on
‘behind the scenes’ on a cruise ship.
An integral part of the program was the sharing of feedback. All the phases of the
project were managed by the Made in Costa App, a web-based platform specially
created to guide participants through the experience with information specifi c to the
position covered, as well as the possibility of adding an evaluation and of sharing images
and comments afterwards.