A human resources restructuring plan that provides for thousands of redundancies and, at the same time, the hiring of young people and professional retraining with a view to digitizing Telecom Italia. With the aim of implementing a generational turnover in an on average 'old' company using the whole range of opportunities offered by the law, from solidarity contracts in an expansive key (ie aimed at hiring) to early retirements and incentives. This would be the employment restructuring project that Telecom Italia intends to implement in the 2018-2020 business plan.
On the numbers of redundancies there are still figures put in black and white. According to union sources, not confirmed by the company, there are also hypotheses on the table between 6 and 10 redundancies over the three-year period, against which a few thousand hirings are expected. To clarify the interventions envisaged on the human resources front, Telecom has scheduled a meeting on January 18 with the trade unions (Fistel Cisl, Slc Cgil and Uilcom Uil), who in the past have said they were against using solidarity only defensively. The company's objective, according to the plan developed, is to rapidly transform the group, proceeding, among other things, on the path of digitizing processes and building the tools necessary to renew the business.
A change that in terms of human resources provides for the adaptation of the structure to technological and organizational changes, the management of the effects of the cessation of defensive solidarity which ended in December, and of article 4 of the Fornero Law. Furthermore, the aim is to impress an accelerated generational turnover as early as 2018, using all the opportunities provided by law. As for the tools to be used, in particular the group intends to promote interventions on the basis of expansive solidarity (we are talking about a reduction of 10-20 minutes a day in working hours to pay for new hires), article 4 of the Law Fornero, also in the light of the Stability law which extended the possibility of early retirement to seven years, and through early retirement incentives to be offered to employees who do not fall within the scope of applicability of article 4.
But other types of innovative interventions to be studied with the trade unions are not excluded. In addition, Telecom intends to use structural tools that contribute to the economic sustainability of possible entries, continuing the professional retraining operation aimed at internalisations, enhancing the training of all personnel on digital skills. Finally, the group will verify the progress of the 'Agile Work' on which it has already focused previously.
