Recruting and selection
Globally, 2011 was a year of consolidation of the recruiting procedure issued in 2010 and applied to all the Major Entities in the Group.
Both the new procedure and the new support tool have proven to be very useful to be able to oversee the selection process and to create a single database at worldwide level. In 2011, many initiatives were started which strengthened even more the effectiveness and use of the tool. Some of the actions taken in 2011 will impact 2012 in terms of rationalization of the providers used for selection at worldwide level (framework agreements) and the subsequent acquisition of the Vendor module within the tool itself (the Vendor module only includes those providers that have a framework agreement).
2011 was also the year when the company started to use the Internal Job Posting tool in Italy, in a more standardised manner, and the year of acquisition of the IJP section on the recruiting tool. This tool has allowed us to centrally supervise the movement of resources and, while providing all the Major Entities with a single system where it is possible to store all the IJPs made and to trace the internal selection path.
Numerous relationships are constantly in place with the local Universities, an excellent tool to encourage Partnerships between the Company and Universities and the use of temporary work and head hunting agencies, although in a much more careful manner than in the past, thanks to the use of the recruiting tool databases.
In 2011 the following employment agreements were entered into by the Ansaldo STS Group as a whole (this data refers to the number of employment agreements which became effective in 2011, and not to the number of hires): 9 executives, 9 middle managers, 497 white collars and 37 blue collars.
| 2011 | 2010 | |
| Higher mgmt | 9 | 11 |
| Middle mgmt | 9 | 22 |
| White collars | 497 | 327 |
| Blue collars | 37 | 63 |
| TOTAL | 552 | 423 |
It should be pointed out that in the Asia Pacific Region the employment agreements entered into with female staff significantly increased (29 agreements in 2010 against 83 in 2011), although the volume of employment agreements is indicatively in line with that of 2010. The table below illustrates the number of employment agreements entered into and broken down by gender, Region and age:
| Central and Eastern Europe, Middle East (€/000) | Western Europe (€/000) | America ($ USA/000) | Asia Pacific ($ AUS/000) | China (Renmimbi/000) | ||||||
| 2011 | M. | W. | M. | W. | M. | W. | M. | W. | M. | W. |
| < 30 | 28 | 9 | 9 | 4 | 69 | 10 | 40 | 26 | 0 | 2 |
| 30-39 | 35 | 1 | 4 | 4 | 20 | 5 | 65 | 30 | 0 | 0 |
| 40-49 | 9 | 3 | 9 | 0 | 20 | 5 | 46 | 18 | 0 | 0 |
| > 50 | 6 | 2 | 2 | 0 | 21 | 2 | 39 | 9 | 0 | 0 |
| TOTAL | 78 | 15 | 24 | 8 | 130 | 22 | 190 | 83 | 0 | 2 |
As regards recruitment procedures for people resident in the local community, it is important to point out that the ASTS Group privileges employees resident locally if the working activities in question need to be carried out locally.
Conversely, in light of the internationalisation of the activities and of the business of ASTS, staff, including senior management, is hired worldwide and based on the specific expertise required.
