On the basis of the Performance Management and Journalist Mapping results it is possible to constantly update the training plan, bringing it more into line with the company’s continuous evolution needs and the characteristics and aspirations of the workforce.

Through a thorough and in-depth dialogue with contact persons in the different business areas to find out the needs and demands within the various structures and businesses, a tailor-made training offer was developed to reflect the Group’s objectives and growth strategies.

Training is organised into ad hoc and language training courses, in addition to worker health and safety training courses.


Ad hoc training hours7,5
Language training hours1,32
Safety training hours1,971
Total hours of training provided10,791
Participants in ad hoc training385

N.B.: figures could include estimates

Ad hoc training

This is a system of specific initiatives capable of supporting the new internal requirements of the company, in line with individual targets and specific strategic objectives. More specifically, this training aims to strengthen leadership and negotiation skills, raise awareness of digital publishing issues and create ad hoc courses in the web marketing and social media areas. This trend is closely connected with the need to continuously enhance management and business skills, and supports the integration of the various areas in the Group through an across-the-board approach.

From a methodological perspective, the ad hoc training is gradually supplementing traditional classroom teaching with advanced and multimedia forms of learning that prioritise action learning and learning by doing, testing the skills and results of participants in the field. The introduction of mentoring figures, especially in the areas of technological and digital innovation, contributes to involving the management in the training process and keeping them focused on the company’s goals.

As for training provided to journalists, a dedicated new tool, Academy Mondadori, was developed in 2015 and has been operational since 2016. This dynamic and integrated training context is designed to foster the strategic development of individual skills and is closely focused on the use of new technologies.

In terms of the organised actions undertaken by Mondadori Retail, of particular note is the training project launched in September 2014 aimed specifically at store staff. Divided into several modules and taking place in different periods up until 2016, the project seeks to fine-tune the skills of store staff, focusing closely on the importance of the customer and entailing diversified in-depth phases according to role (staff, department heads, store managers) and objective; in 2015 the training activities were also extended to franchisees. The Master’s in Book Retail Management held on Parma University Campus, launched in February 2015, is also highly relevant. Aimed at middle managers, office workers and franchisees, the Master is structured into 4 modules of 3 days each, running until June 2016, and seeks to improve the managerial and process knowledge and skills of the management in the Mondadori retail sector, expanding its know-how of the sector and providing management tools so it can develop its expertise. The teaching is carried out by lecturers from the university and company representatives.

Language courses

Mondadori provides foreign language courses for its employees; the number of hours provided for these courses has fallen sharply following the decision to focus training on production and business needs, and the consequent review of training investments.

Training on safety in the workplace

In 2015 a new methodology was defined for identifying employees exposed to specific risks and planning the relative mandatory medical check-ups thanks to the computer system for the management of health and safety in the workplace: the continuously updated software is used to comply with workplace safety and hygiene regulations; it also makes it possible to monitor and manage aspects related to staff training and the internal Supervisory body to monitor the company’s respect for the regulations.

In terms of training, 2015 saw the continuation of the planning (launched in 2013 for all workers) and the management, via e-learning, of the “general and specific part” of the mandatory safety training for all new Mondadori employees. This chosen method was possible thanks to the validation of a trial project presented at the relevant Local Health Authority.

Thanks to this course, which in 2013-2014 made it possible to provide almost all employees with the mandatory training, in 2015 over 400 additional courses were held for new hires for the general and specific part pertaining to safety, store supervisors, managers of the prevention and protection service (RSPP) and workers’ safety representatives (RSL) for their respective updating sessions.

Training on safety in the workplace (hours)

Training to executives2424
Training to middle managers441256
Training to office workers6009461,546
Training to journalists20929
Training to workers316316
Total training hours on safety & security1,971
% of total training hours provided18%

In 2015: (hours) women 51% – men 49%; (participants) women 52% – men 48%