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Growth and career at Baltur: interview with HR Manager Margherita Zaverio

Growth and career at Baltur: interview with HR Manager Margherita Zaverio 1

Continuous training, professional growth and career opportunities. Exclusive interview with Margherita Zaverio, HR Manager at Baltur

Baltur invests in the training of its employees so as to remain competitive and promote internal growth.
Margherita Zaverio tells us about it.

“Putting people and their skills at the forefront is the vision that guides our company. In line with our identity, work inclusion is the commitment we make to all our resources by giving value to their experiences, skills and individuality. “I believe we should highlight everything that Baltur is doing for its own people in terms of training, because it is one of the key steps to being competitive, especially at a time when changes are happening so quickly”.

“I have been with Baltur for about a year. Riccardo Fava hired me with the intention of creating a training programme that would enhance the individual within the company. In our CFB, the Baltur Training Centre, we have spacious, comfortable and well-equipped classrooms in which we can deliver more than one training course at the same time.

The CFB is known as the training centre for distributors and customers, a hallmark of Baltur. A place designated and reserved for technical product training sessions, which are conducted in-house by our After-Sales Technicians».

How the Continuing Training Programme came about

“Training needs were identified through individual meetings with the departments in which skills mapping was created and a training need analysis was carried out. Subsequently, the phase of course design, provision and evaluation of the training activity occurred. By taking advantage of the calls for tenders and submitting training plans on Fondimpresa, we are implementing a training programme that fosters the development of new skills”.

“We have created a strategic and inclusive training plan, with extreme care and focus to all aspects concerning people.

The first programme, which started in September, will continue until June 2024 with courses held weekly.

This will be followed by continuous training with specific internal courses to develop technical skills. Furthermore, there will be courses with external lecturers on transversal skills, the so-called soft skills - such as effective communication and emotional intelligence - to foster personal growth and improve daily work management”.

Investing in People: the strategy behind the success and growth of the Baltur team

Training is done at different levels, structured and branched out to all personnel, customised per role and per sector, also with a view to strategic competitiveness and success.

Courses are provided in technical drawing, mechanical drawing, lean production, administrative management, accounting and budgeting, elements of management control, English and Spanish language, office package and Excel at different levels, word processing, and presentations.
Soft skills courses involve groups of people with different occupations and tasks and this highly interactive approach to the courses offers not only an opportunity for learning, but also for opening up spaces for genuine networking and discussion. By having the opportunity to interact and compare with colleagues from different departments, paths and critical issues are shared through a generative exchange of ideas and perspectives”.

How Baltur trains and enhances its talent

Focusing on people and the central role of the employee has always been a priority for this company. Training helps to retain workers and make them grow. At Baltur, often those who show a certain aptitude after a few years in production - therefore after obtaining hands on experience with the product - can grow and move on to After Sales or the workshop.

By effectively focusing on training and making growth plans of this kind, employees feel they have a greater value, can acquire new skills and knowledge, and feel proud to belong to the company”.

“Today, all companies are faced with the complex challenge of finding people and keeping them in the organisation.
Baltur invests in training to clarify the employee's role in the company, the support for growth and the path outlined for each individual.
This is why it is important to develop a culture of listening and feedback. An ideal moment to identify the training path of each employee is the evaluation interview between manager and employee: it is in these meetings that managers can generate engagement and motivation. This is where true organisational well-being develops, creating the conditions for performance. Valuing and listening to the person, understanding their aptitudes and ambitions create a virtuous circle. The person, the company and the working environment benefit from this”.

Soft skills courses activated at Baltur

“Transversal skills courses are also experiential in nature: they allow people to experience the group dimension and involve them in role-plays and comparisons. Training thus becomes active, stimulating attention and reflection. Course topics include: winning mentality, developing proactivity, creativity and problem solving; team working, self-reflection, empathic listening in team work; decision making and generating value in uncertain contexts; agile thinking.

We are also planning specific training on resilience, on how to manage stress and deal with problems, to acquire techniques that we can implement both at work and in other contexts; time management, to optimise the management of time and priorities, a course that can greatly help people organise themselves better and avoid stress. Another important course is guiding and motivating your co-workers, to develop proactivity and acquire problem-solving skills.

Continuous Training: the key to competitiveness according to Baltur's HR Manager

“I believe that at a time - such as the one we are currently facing and in which the word "change" dominates the thoughts of managers and people working in companies - organisational models are obliged to take on board those needs for flexibility, customer orientation and competitiveness that influence company behaviour and to focus increasingly on retraining staff skills.

A corporate culture with a strong focus on training brings real benefits to employees both as professionals and as people, but also to the performance and competitiveness of the company”.

“Talking about the management of training processes directly involves the approach to organisation. This cannot be based on a static view of existing structures, but must reconsider them precisely in relation to the most important processes along the so-called value chain».

Margherita Zaverio, Baltur HR Manager

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