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.
Workshop 2 Human resources (2)Workshop 2 Human resources (2)Workshop 2 Human resources (2)Workshop 2 Human resources (2)
28 November28 November28 November28 November 2013201320132013
18.0018.0018.0018.00 –––– 18.3018.3018.3018.30
Welcome and introduction of the workshop programme + introduction
and description of the SO.VER. activities and locations
18.3018.3018.3018.30 –––– 19.0019.0019.0019.00 External expert testimony: Osvaldo DanziOsvaldo DanziOsvaldo DanziOsvaldo Danzi
19.0019.0019.0019.00 –––– 20.0020.0020.0020.00
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 Dinner breakDinner breakDinner breakDinner break
20.3020.3020.3020.30 –––– 22.0022.0022.0022.00 Continuation of the discussion on “Human resources”.
22.0022.0022.0022.00 –––– 22.3022.3022.3022.30 Closing of the session + distribution of the evaluation questionnaires
28 November 201328 November 201328 November 201328 November 2013 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 2nd
PLATO workshop took place in the premises of SO.VER.
PPPParticipantsarticipantsarticipantsarticipants
Mentor/sMentor/sMentor/sMentor/s: Paolo Polverosi and Luca Liuni
External expertExternal expertExternal expertExternal expert: Osvaldo Danzi Head Hunter Carriere Italia (www.carriereitalia.it); Community
Manager FiordiRisorse (www.fiordirisorse.eu)
SMEsSMEsSMEsSMEs:
ARCHIGROUP – Baronti Marina, Cappelli Edoardo
COMPUTER ASSIST – Ballini Bernardo
MM INFORMATICA – Chiti Michele, Ristori Massimiliano
TAPPEZZERIA SINTESI – Abati Marco
IDRO BAGNOLI – Bagnoli Alberta
SOVER – Nadia Pieri, Pistolesi Matteo
GREENHOUS – Sani Francesco
WASTE RECYCLING – Giani Maurizio
CMC FASHION – Capezzuoli Vinicio

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.
LABORATORIO EMPOLESE DI ANALISI – Castellari Marco
Soocietà Cooperativa GEOS – Calosi Patrizia, Angelini Alessandra
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 the introduction and description of SO.VER + a guided tour of its
premises.
The mentors introduced the External Expert: Mr. Danzi.
Mr Danzi presented his job as an HR expert.
After that the group, leaded by the mentors, analyzed the topics related to the HR theme starting
from a summary of the previous workshop.
Below the questions collected in the teambuilding session and the main conclusions:
1. How to monitor a highly capable but not collaborative employee?/ expertises transfer: how to give
own know - how without being possessive?/ how to improve the expertise transfer?
Discussion: in order to overcome the jealousies of its own know-how every company and every
employer should have their own “know-why”- shared projects and targets according to which the
company must guide every strategic choice.
The group lists what can overcome jealousies:
1. A positive work environment
2. A clear and defined system of rules and skills
3. The recognition of achievement
The mentors suggest to read up about “knowledge management”.
2. How to set a good methodology for the staff research?/ How to select the suitable persons?
Picking out the staff: how to impartially evaluate the attitudes?
Mentors ask “What is for you a good employee?” “What features should possess?” – discussion.
After the discussion the following conclusions have been collected:
once these elements have been defined, it becomes possible to frame the professional profile
and the characteristics that a person must possess to fill that position.

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.
the greatest difficulties in finding a job profile are the examination of the technical and
professional knowledge related to the definition of the subjective characteristics
professional knowledge is directly and logically related to the duties and tasks, the subjective
qualities have a much more nuanced evidence and call into play the particular
likes /dislikes of each of us.
intelligence and attitudes, social behaviour, personality and motivation to work are the high
rated qualities that an entrepreneur looks for in an employee
3. How to optimize staff costs?/
The mentors give 10 minutes to the participants to think and write down some ideas. Than each
participant tells their ideas and the best ones are collected:
1. Control of the administrative and staff costs;
2. Optimization of the roles and tasks of staff
3. Working overtime instead of vacation
4. Class travel reduction
5. Blocking increases including contract, for reasons of a major emergency
6. Increase of the conference call
7. Hiring freeze
8. Control of telephone operators
9. Reduction of corporate gifts to customers and employees
10. Maximize transportation costs
4. How to make awareness of the importance to accomplish own work to avoid problems to other
colleagues.
Participants talk about the issue that sometimes, failure to complete a job by an employee, can lead
to problems in the work of others and this matter has the consequence to create discontented,
misunderstandings, unexpressed problems.
How it can be solved:
increase employee self-esteem
increase employee self-efficacy
increase employee self-determination
then take him to do the work assigned
5. How to keep a group cohesive?/ How to improve the team work?/ How can I implement a method
to pull together the employees as a team - as Plato do?

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.
Participants complain about the difficulty to do their employees work as a team. They try to bring out
the reasons – discussion.
With the help of the mentors some solution of this problem have been examined:
managers must engage in making the workplace more participatory
empowerment
review the entire organization on the basis of the team work
increase the use of computer aids
organize internal training on team work
At the end of the session the Evaluation Questionnaire have been distributed and filled out by the
participants.