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Always in training

A dissertation presented at the University of Padua seeks to specify the characteristics and conditions necessary for the effective dissemination of knowledge within companies

 

Knowledge for growth. While this would appear to be a natural and straightforward concept to put into practice, in reality, it is very complex. Training, keeping skills up to date, questioning tried-and-tested but somewhat tired company practices – these are just some of the tasks that fall under modern human resources management. However, this is something that must be fully understood, and measured each and every time against the reality faced by the production organisation to which it is applied. The dissertation recently presented by Martina Spinello as part of her degree course in Economics at the M. Fanno Department of Economics and Business Sciences in Padua addresses a number of aspects relating to the theme of training, which are always worth returning to.

We can grasp the basic hypothesis of Spinello’s investigation from its title: ‘L’importanza di investire nella formazione e nelle competenze’ (‘The importance of investing in training and skills’). In a labour market that is now saturated, and with basic skills that are often common to many, says the author, it is essential to know how to set ourselves apart, through the professional skills and personal knowledge that can increase our performance and as a result, that of the organisation for we work. This is not simply a case of learning repetitive manual skills, but rather something that has become wider and more complex.

Spinello thus examines this subject first from a theoretical point of view and then through a case study of a real company. As such, she takes a range of different aspects of training into consideration, such as those related to the human capital present in the company and by extension, that of ‘continuous training’ as an essential element of the company organisation in its various incarnations, along with the concept of gamification, which she presents as the final frontier of company training. The case study looks at Sixton Peak, a safety footwear brand owned by Maspica S.p.A., which employs around 600 people.

Spinello concludes her work not only by stressing that flexible training is the goal that both workers and companies should pursue, but also by honing in on one particular aspect: that the best form of training is that which succeeds in finding the right balance between the commitment it requires, the costs necessary in order to deliver it and the results (in human as well as economic terms) that it manages to achieve. In other words, good training and a good business culture must also take into account the numbers that come into play.

 

 

 

L’importanza di investire nella formazione e nelle competenze

Martina Spinello

Dissertation. University of Padua, M. Fanno Department of Economics and Business Sciences, Master’s in Economics, 2020

A dissertation presented at the University of Padua seeks to specify the characteristics and conditions necessary for the effective dissemination of knowledge within companies

 

Knowledge for growth. While this would appear to be a natural and straightforward concept to put into practice, in reality, it is very complex. Training, keeping skills up to date, questioning tried-and-tested but somewhat tired company practices – these are just some of the tasks that fall under modern human resources management. However, this is something that must be fully understood, and measured each and every time against the reality faced by the production organisation to which it is applied. The dissertation recently presented by Martina Spinello as part of her degree course in Economics at the M. Fanno Department of Economics and Business Sciences in Padua addresses a number of aspects relating to the theme of training, which are always worth returning to.

We can grasp the basic hypothesis of Spinello’s investigation from its title: ‘L’importanza di investire nella formazione e nelle competenze’ (‘The importance of investing in training and skills’). In a labour market that is now saturated, and with basic skills that are often common to many, says the author, it is essential to know how to set ourselves apart, through the professional skills and personal knowledge that can increase our performance and as a result, that of the organisation for we work. This is not simply a case of learning repetitive manual skills, but rather something that has become wider and more complex.

Spinello thus examines this subject first from a theoretical point of view and then through a case study of a real company. As such, she takes a range of different aspects of training into consideration, such as those related to the human capital present in the company and by extension, that of ‘continuous training’ as an essential element of the company organisation in its various incarnations, along with the concept of gamification, which she presents as the final frontier of company training. The case study looks at Sixton Peak, a safety footwear brand owned by Maspica S.p.A., which employs around 600 people.

Spinello concludes her work not only by stressing that flexible training is the goal that both workers and companies should pursue, but also by honing in on one particular aspect: that the best form of training is that which succeeds in finding the right balance between the commitment it requires, the costs necessary in order to deliver it and the results (in human as well as economic terms) that it manages to achieve. In other words, good training and a good business culture must also take into account the numbers that come into play.

 

 

 

L’importanza di investire nella formazione e nelle competenze

Martina Spinello

Dissertation. University of Padua, M. Fanno Department of Economics and Business Sciences, Master’s in Economics, 2020