THE FIAT GROUP IN

plan, a FiatAvio plant will be transferred from the Lingotto
compound to Rivalta. At the same time, Fiat Auto will move its
facilities in Rivalta to Mirafiori. These changes are also being
made in response to the City of Turin’s desire to use the via
Nizza facilities to expand the Lingotto convention space and
accommodate activities and infrastructures associated with
the 2006 Winter Olympics.
In addition, the Group took action to address the issue of
reduced production. The measures adopted focused primarily
on reducing the number of short-term employment contracts
(temporary employment, fixed-term contracts, etc.) and
included temporary production stoppages. In 2001,
production interruptions at Fiat Auto resulted in the use of the
Government’s Layoffs Benefits Fund for a number of work
hours equivalent to more than 2,000 employees.
Among the Fiat Group companies operating outside Italy,
CNH continued to streamline its manufacturing organization
in France (completion of the social plan to downsize Crépy
and sale of the St. Dizier facility), the United Kingdom (sale
of the Doncaster and the Carr Hill plant) and Germany (social
plan to downsize the Neustadt factory).
Also in France, the lengthy negotiations associated with the
downsizing of Magneti Marelli’s plant in Amiens were
completed toward the end of the year.
In Poland, where automotive demand remained weak, the staff
was reduced by about 1,000 employees using a procedure
agreed upon with the local unions.
PROFESSIONAL DEVELOPMENT AND CULTURE
The Group views the professional development of its
employees as a vital tool in implementing corporate strategies
designed to facilitate the acquisition of competencies, support
the integration of new businesses, promote innovation, and
foster changes in corporate culture and work processes.
“… professional development …”
In 2001, the Group invested a total of 144 million euros,
or 2.5% of total payroll, in professional development programs
designed to support the operations of its companies
throughout the world.
In particular, a major investment was made in competencyenhancing
programs, which were offered to 85% of the Group’s
professionals, for a total of 6.6 training days per person.
Isvor Fiat, which also operates through Isvor Dealernet, Isvor
Knowledge System and companies in India and North America,
continued to be the main provider of professional development
services. Overall, Isvor conducted more than 20,000 conventional
training programs, for a total of 570,330 participant days. In
addition, it offered distance and open learning development
courses to more than 25,000 users and provided professional
support and consulting services totaling 2,000 man days.
Isvor Fiat S.p.A. continued to function as a corporate
university, offering training and development programs and
providing consulting and support services in connection with
major Group projects.
Isvor Dealernet S.r.l. strengthened its role as a center of
excellence for sales networks and marketing organizations.
Isvor Knowledge System S.p.A. consolidated its position
as a provider of training and consulting services to private
industry and public agencies.
Large investments and important programs were devoted
to introducing e-learning tools based on specially designed
platforms, developing Web-based training products and further
expanding the learning-point network to several Group Sectors.
Project Apprentice, a training program for technical and
shop employees launched in 2000 to help unemployed young
people and secondary-school graduates, continued in 2001
with the addition of new professional skills.
Isvor also expanded its international presence, entering into
agreements and alliances with other, highly respected
institutions. The level of excellence achieved is demonstrated
by the awards received. Most notably, Isvor Fiat was the first
training and development organization in Italy to be granted
certification under the standards of ISO 9001 Edition 2000.
“… grants and scholarships …”
The Fiat Grants and Scholarships Program, which is reserved
for the children of Group employees both in Italy and abroad,
is continuing with considerable success. This program was
established in 1996 and was funded with the fees waived
by Directors of Fiat S.p.A.
In 2001, grants and scholarships were awarded directly by Group
Sectors and companies. This new approach is designed to give
local managers greater involvement in programs concerning their
employees, without deviating from the guidelines used in the
past to select the most worthy young people.
Grants and scholarships
Number of grants and scholarships awarded
2001
841
Italy 290
Other countries (*) 551
Total funds disbursed (in thousands of euros) 2,090
(*) The other countries are: Argentina, Belgium, Brazil, France, Germany, Great Britain,
Mexico, Poland, Spain and the United States.
Report on Operations – Fiat and its People 21
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