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/ 03/05/2024

Human resources and company growth

In recent years, Logiss has experienced significant growth in the number of employees, from 15 in 2020 to 40 today. This rapid increase has posed new challenges and opportunities for human resources management, requiring a substantial evolution in business practices and strategies.

We talk about this with Francesca Poletti, Administration & HR Manager at Logiss, to delve into how the company has dealt with this significant growth in its workforce and how it has affected human resources management.

How has human resources management contributed to the success and growth of Logiss?

Human resources are the beating heart of any successful organisation and at Logiss we strongly believe that employees and collaborators are the main resource and investment for the future of our company. We constantly invest in the selection, development and management of talent. Our philosophy is focused on creating a stimulating and inclusive work environment, where every individual is valued and has the opportunity to grow professionally.

Speaking of professional growth, how are employees' personal skills valued and developed at Logiss?

Continuous training is a key element. We offer customised development programmes that aim to enhance the technical and soft skills of our employees. In addition, we promote knowledge sharing through mentorship and encouraging a culture of continuous learning.

Speaking of soft skills, how important are soft skills and a positive working environment for business success?

Soft skills are crucial: collaboration, effective communication and stress management are just some of the soft skills we promote. A positive work environment is equally essential. Diversity, inclusiveness and mutual support create a corporate culture that fosters innovation and productivity. In this regard, in recent months we have promoted a questionnaire involving our employees with the aim of improving their experience in the company. We asked for their opinion on certain topics such as working hours, the treatment of overtime and their priorities. The questionnaire was also an opportunity to gather suggestions that we evaluated with the entire management team, planning concrete actions such as the publication of an internal newsletter to inform everyone about the company's evolution and other updates aimed at involving everyone.

Turning to the subject of corporate welfare, what initiatives are taken by Logiss to ensure the well-being of employees?

We have implemented a corporate welfare platform that allows each employee to benefit from vouchers. At the beginning of the year, we also presented new company regulations that introduced meal vouchers and flexible working hours.

Speaking of staff development, how does Logiss promote opportunities for professional advancement?

With respect to this issue, we strongly believe in people's growth and training. This is why we have adopted a policy that favours internal promotion by enhancing the professional growth of our employees with managerial development programmes to prepare them for new responsibilities and by encouraging participation in strategic projects that offer learning and visibility opportunities.

In an increasingly competitive corporate landscape, continuous training emerges as essential for the evolution and success of organisations. To this end, we collaborate with training institutions and offer both internal and external courses. Training is customised to the needs of the company and its employees, ensuring that skills are constantly updated in line with industry developments.

Let us now turn to an increasingly relevant aspect in the business environment: the introduction of advanced technological tools to support employees. How is Logiss S.r.l. integrating tools such as CRM and Power BI to optimise team activities?

The adoption of technological tools has been a key step in our improvement journey. Customer Relationship Management (CRM) was introduced to improve customer relationship management, optimising the sales process and providing our employees with a complete view of the customer lifecycle. Power BI, on the other hand, was implemented to analyse and visualise business data in an intuitive way, providing our teams with advanced tools to make informed decisions. Both play a crucial role in increasing operational efficiency and allowing our employees to focus on high value-added activities. Logiss is also introducing a PDM for project development and an automated system for managing internal flows with the aim of optimising time and resolving any critical issues in a timely manner, thus enhancing the true skills of each person in the team.

How have these technological tools affected the skills required of employees and what learning opportunities have you provided to ensure a smooth transition?

The introduction of tools such as CRM, Power BI and PDM has undeniably posed new challenges and required additional skills. We have responded to this need with specific training programmes, led by industry experts, to ensure that our team develops the necessary skills to make full use of these tools. In addition, we promote knowledge sharing between the most experienced employees and those who are acquiring new skills, creating a collaborative learning culture that fosters the effective adoption of new technologies.