1. This project has been funded with support from the European Commission.
This publication [communication] reflects the views only of the author, and the
Commission cannot be held responsible for any use which may be made of the
information contained therein.
WorkshopWorkshopWorkshopWorkshop n.1: Human resourcesn.1: Human resourcesn.1: Human resourcesn.1: Human resources ((((1111))))
18.00 – 18.30 Welcome and introduction of the workshop programme
18.30 – 19.00 External expert testimony: Michele Pezza - HR Zignago Vetro Spa
19.00 – 20.00
The participants start the discussion about “Human resources” as of the
topics collected during the teambuilding.
20.0020.0020.0020.00 –––– 20.3020.3020.3020.30 DinnerDinnerDinnerDinner breakbreakbreakbreak
20.30 – 22.00 Continuation of the discussion on “Human resources”.
22.00 – 22.30 Closing of the session + distribution of the evaluation questionnaires
4 October 204 October 204 October 204 October 2013131313 from 6from 6from 6from 6.00.00.00.00 PM to 10.30 PMPM to 10.30 PMPM to 10.30 PMPM to 10.30 PM
The 1st
PLATO workshop took place in the premises of ASEV
PPPParticipantsarticipantsarticipantsarticipants
Mentor/sMentor/sMentor/sMentor/s: Paolo Polverosi and Davide Cecio
For ASEV Tiziano Cini and Giulia Rigoli
External expertExternal expertExternal expertExternal expert: Michele Pezza Hr Manager – ZIGNAGO VETRO (http://www.zignagovetro.com)
SMEsSMEsSMEsSMEs:
METALSTICK – Zari Marco
SED Special Electronic Design – Bruni Alberto
ARCHIGROUP – Baronti Marina, Cappelli Edoardo
COMPUTER ASSIST – Ballini Bernardo
MM INFORMATICA – Chiti Michele, Ristori Massimiliano
TAPPEZZERIA SINTESI – Abati Marco
IDRO BAGNOLI – Bagnoli Alberta
FONTE DEL GELATO – Scarselli Ilaria
SOVER – Nadia Pieri, Pistolesi Matteo

2. This project has been funded with support from the European Commission.
This publication [communication] reflects the views only of the author, and the
Commission cannot be held responsible for any use which may be made of the
information contained therein.
GREENHOUS – Sani Francesco, Sani Gian Luca
WASTE RECYCLING – Giani Maurizio
CMC FASHION – Capezzuoli Vinicio
LABORATORIO EMPOLESE DI ANALISI – Castellari Marco
Soocietà Cooperativa GEOS – Calosi Patrizia, Angelini Alessandra
ELMAS – Mancini Stefano
PPPPurposeurposeurposeurpose of the workshopof the workshopof the workshopof the workshop:::: exchange and share experiences and clarify the Human Resources issues
defined by the participants in the teambuilding session.
Issues addressed:Issues addressed:Issues addressed:Issues addressed:
The workshop started with an introduction: the PLATO Italian coordinator, together with the ASEV
Director, welcomed the participants, briefly illustrate the ASEV location and activities and give a
remind of the PLATO goals, methodologies and sessions rules settled during the teambuilding
session (attached the file “PLATO rules”)
The mentors introduced the External Expert: Mr Pezza.
Mr Pezza presented his job as HR into his company emphasizing technical aspects and practical
problems.
After that the group, leaded by the mentors, analyzes the topics related to the HR theme.
Below the questions collected in the teambuilding session and the main conclusions:
1. How to manage the rewarding system within the Company?/ How to make people feel
responsible?
Participants discussed indicators that can be a rewarding system in a company:
a) absence/presence
b) late entry
c) internal disputes
d) efficiency analysis of individual, group, department, plant
e) monitoring of complaints
f) rejects and returns
g) production efficiency
h) timing analysis

3. This project has been funded with support from the European Commission.
This publication [communication] reflects the views only of the author, and the
Commission cannot be held responsible for any use which may be made of the
information contained therein.
Than they brought out and examined possible interventions:
a) assigning economic responsibility. The mentors suggest: the assignment must be explicit and
public.
b) goals assignments. The mentors suggest: objectives must be included in the budget and the
allocation must be explicit.
2. How to make/create an efficient organization? How to make the management's choices more
shared
All the participants agreed that an organization, to be efficient, should not waste people, money,
resources.
Discussion on: an efficient organization is one that allows getting better results than expected or the
same results with less energy use
The group, with the help of the mentors, outlines three key points for an efficient organization:
1. The division of the labour among different people
2. The presence of a core of power
3. The substitutability of the staff when it proves inadequate or inefficient
3. How to improve the communication amongst colleagues/efficient communication/ how to
overcome conflict/ how to improve the communication amongst staff departments How to improve
the people professionalism?/How to plan the work with people who think they are already
organized/
The group, with the help of the mentors, reports some problems on the communication into their
SMEs.
Than they outline some suggestions that could improve the communication flow:
1. Clarify the purpose of the job to be performed and renegotiate the basic steps
2. Knowing how to listen: be available in the exchange in order to have a broader view of the
situation and to facilitate the “team game”
3. Questioning the facts and not the people.
4. Focus on areas/points of agreement rather than differences
At the end of the session the Evaluation Questionnaire have been distributed and fulfilled by the
participants.

4. This project has been funded with support from the European Commission.
This publication [communication] reflects the views only of the author, and the
Commission cannot be held responsible for any use which may be made of the
information contained therein.
From the analysis of the evaluation questionnaire emerges that the seminar has responded to the
expectations of most of the participants but many other topics would be addressed. The overall
rating was good.