The mapping of journalistic skills is a consolidated permanent monitoring tool. It is used to trace the professional characteristics and expertise possessed and used by Mondadori journalists in Italy. The system has made it possible to:

  • improve the efficiency and organisation of the editorial teams with the more effective use of employed journalists during the recession;
  • align the editorial organisational process with the multi-channel context (paper and digital);
  • guide, through the analysis of training gaps compared with business requirements, the Academy of Journalists.

A similar mapping process has extended to the entire Group since end 2019, feeding the HR Portal platform adopted at end 2018 for the online management of all aspects related to employment relationship. The aim is to organize the tree of professional families, sub-families and roles within the Mondadori Group and to draw up job profiles, understood as the set of responsibilities and the resulting technical and soft skills needed to play the role in line with the relating mission. The creation of such a job system allows a more effective management of people in every step of the employee life cycle. Through rationalization, 20 professional families, 52 sub-families and 183 roles have been surveyed so far at Group level. In 2019, job profiles were also developed for 87 roles belonging mainly to corporate. The activity will continue in 2020 focusing on the definition of job profiles in the professional families of the business areas.

The aims of the project are to implement a company job system, to identify resources with high development potential, and to pinpoint any training gaps to bridge in order to ensure that the expertise within the company is suitably aligned with its strategy.

 

Remuneration and incentive system

Mondadori pays its staff based on merit criteria related to skills, professional conduct and, in the case of managers, the results obtained.

In addition to a fixed salary, the employee remuneration system includes collective variable incentives (results-based bonuses), which exclude executives and employees (executives, middle managers and office workers) covered by the MBO system, based on individual and company profitability and productivity goals. The aim is to incentivise staff to play a more direct role in achieving results.