The Chief Operating Officer is responsible for defining Group Human Resources guidelines and policies. The Human Resources Department has specific responsibility, and comprises the “Personnel Management and Recruitment”, “Performance Systems, Remuneration and Labour Costs”, “Employment Policies”, “Intergroup Mobility” and “Executives and Talent Management” functions, to which “Training, Managerial Development and Managers' School” and “Personnel Administration” functionally report.

Development and reorganisation programmes designed to protect employment and strengthen market competitiveness, also through service and product innovation, were adopted.

The scope of the On Air platform for dedicated actions supporting professional development, motivation and consolidation, was extended.

Intesa Sanpaolo used the new Performer 2.0 appraisal system, which is based on qualitative performance indicators that are more concrete and in tune with the language used by employees. Merit was recognised with the Variable Results Bonus, which is given for the professionalism and commitment shown by all Group personnel in developing the Business Plan according to principles of transparency and inclusion.

Intesa Sanpaolo's approach to promoting diversity continued to focus on inclusion and non-discrimination, targeting in particular personnel management policies and the development of a work/life balance programme.

The promotion of talent and leadership, the consolidation of motivation and a sense of belonging were behind activities carried out prior to planning the “ISP International Talent Programme”, which will be developed during 2017. Training was central to transferring expertise and creating a culture based on ongoing training (before, during and after classroom sessions). More than 3.9 million training hours were provided overall (44 training hours per person).

Important company welfare initiatives were taken, including: the continuation of the “Flexible Work" project, involving an increasing number of entities and people throughout the Group; the "Time Bank”; measures for maternity and paternity leave; measures to help staff working in distant locations and with particular personal needs to move closer to their homes.

A single Pension Fund was also set up with defined contributions from the Group, incorporating nearly all equivalent funds, as well as the Healthcare Scheme Fund which provided healthcare cover amounting to more than 140 million euro and reimbursed 200,000 scheme members.

A focus on people encouraged an inclusive and coherent working climate. Climate analysis carried out in the year involved all Group personnel, with the number of participants from professional areas and middle managers in Italy going up compared to 2014, from 51.3% to 55.2% and satisfaction indexes improving (in Italy, this figure stood at 78% compared to 67% in 2014; figures were mainly stable for international areas: 77% in 2016 and 78% in 2014).