Globalization is proceeding in a world characterized by cooperative and antagonistic relations between states and regional organizations of states which, despite growing pressure to comply with the norms of global governance continue to compete for resources. Globalization and Capitalist Geopolitics is concerned with the growth of transnational corporate power against the backdrop of the decline of the capitalist system. The crisis scenario overwhelming post-modern society and elements of economic critics, mainly derives from two prevalent factors, such as the concentration of wealth in the hands of an ever decreasing number of people and the reduction in the number of companies, flanked by the growing presence of oligopolies, together with an employment and wage crisis and an inadequacy of the Western countries employment policies in addressing such a renewed framework. These aspects reiterate the important issues of workers’ participation in the management and shares of the company for the development of welfare within the companies themselves. In such a context, characterized by the limited competences of the European Union in terms of employment and social policies, welfare is a matter of national governments competence. Therefore, it is important to verify the legal framework and legislative references under the Member States of the European Union to develop a comparative study, which highlights good practices promoted, both at institutional level and by the employers of companies based in the EU. An average amount of companies are implementing welfare policies, and consider this as a best practice to share. Such undertaking in favor of employees’ participation, has resulted in increased productivity of the companies. However, the partner organizations have highlighted a lack of knowledge of welfare policies, as well as few skills to apply such practices. They want to find a remedy to this trend and there are problems to be addressed, in order to foster integrated business development and to enhance their ability to respond to the evolvement of society. OBJECTIVES The project aims to support business development and employment growth through training designed for 24 employers, staff involved in the human resources management and responsible for corporate welfare and/or social corporate responsibility, and leveled on competence building, to ensure companies greater productivity together with the desire to enhance workers well-being. To reach this purpose, the project proposes to: • Carry out an activity of compilation of norms and procedures under the European institutions and business actors on the two identified themes, examining how policies that encourage workers participation and welfare development can help companies to be competitive; • Create and test an educational program, aimed at training employers, staff working in the human resources management and supervisors for corporate welfare, enabling them to acquire skills and implement good practices in their own context; • Concretely train participants through a process that involves the combination of a theoretical and practical dimension and serve as multiplying factor of the outcomes obtained in the contexts of origin; • Produce and publish guidelines that give normative references and contain an integrated collection of good practices aimed at encouraging greater participation of the employees and the improvement of company welfare. PHASES OF THE PROJECT The project will be developed through 8 main steps: 1) Kick-off meeting: Intends to start the project and identify the timeline. During the meeting a process for the establishment of a Steering Committee; 2) Collection of good practices: compile a comparative analysis of the reference models, both from a legislative and the experiential point of view. This will be particularly carried through research and study, involving the territories where organizations involved operate. 3) Development of a training program based on the good practices collected; 4) Implementation of a training course: employers, staff managing human resources and corporate welfare manager. The training will include practical exchanges with European realities present in Brussels that will illustrate their practices; 5) Joint training event activities: to allow participants to directly observe the work done by the other partners; 6) Pilot activities: carried out by the participants of the training course in their local realities. This phase it is implemented to test actual learning during the duration of the training and to feedback on the delivery of the local pilot activities; 7) Finalization and publication of the guidelines on the application of welfare policies, that will be used to disseminate knowledge and practices among other stakeholders; 8) Final event: Results presentation, Conclusions and follow up of the project.
the project has the following objectives: - general: promoting the development of enterprises (in terms of capacity building and networking), through the implementation of training activities, based on an exchange and collection of European good practices for the acquisition of skills aimed at ensuring greater productivity, reconciling this need with the well-being of workers; - specific objectives: 1- collection of regulatory and procedural systems of the European institutions and companies on the two themes identified; 2- create and test an educational program aimed at staff and aimed at acquiring skills to apply good practices active in Europe in their own context; 3- concretely train personnel in charge of human resources, welfare personnel and employers through a path aimed at acquiring transversal skills. The implementation of the project at a transactional level is essential in order to collect practices from different contexts, creating a common path that overcomes the fragmentation highlighted so far in the different territorial contexts, to face a need that has been identified as common, beyond the peculiarities of each context.
ANPIT's willingness to participate in this project stems from the awareness, gained in recent years, of the elements of economic and social criticality, such as the employment and wage crisis, an inadequacy in labor policies and the difficulties of reconciling family work, which are emerged more and more clearly. This situation has led to a strong personal and professional demotivation of the company personnel and has reduced, at the same time, the productivity of the institutions, linked to an obsolete system, unable to cope with the new needs. The situation has also highlighted the profound differences existing between the national welfare systems of the individual member countries which have made it difficult up to now to establish a form of support at a European level. The main requirement was to analyze and structure a shared system of corporate welfare and worker participation in the management and profit of the company which would allow for: a) create loyalty in relationships with personnel; b) increase the satisfaction and performance of workers in the company who, feeling part of a system that they can direct, are more motivated to improve the productivity of the company itself.