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/ Apr 2013FREE COPY

Called Incas Academy, this embodies all the strength of an exceedingly innovative project in the world of tanning: a great enterprise with in-house training of the personnel. A vitally im-portant decision that is full of meaning since we live in an era of change, but also of strict rules that must be observed in order to be leaders on the market.For this reason, employees will have their school, rather, their academy, inside Incas at Castelfranco di Sotto, with lessons and periodic masters for always keeping up to date, being prepared and at the forefront. This is the first Italian tannery to set up this type of operation to ensure compliance of the entire work process with strict organisation and structural crite-ria: the quality of the production, the delivery times, the roles, motivation and skills of the operators, the origin of the skins, the revision and safeguarding of the equipment, communica-tion, and safety.These are but a few of the key points that a company

must obligatorily keep under control in the event of wanting to work with designer brands on the globalised market. That is just what Incas wants to do since it is already a reference point for the most important brands in this sector, and has always been a leader in terms of quality of production, reliability, and the environment.Hence this “unique” project that will allow us to measure up to an international market thanks to a solid, structured base, something that is essential. In the climate of great uncertainty we are experiencing today, one fact stands out: we must fo-cus on training. The other economies we a forced to com-pete with every day due to globalisation and open markets, are streamlined and efficient and we cannot afford to fall be-hind because of a lack of updated skills. This would mean the failure of the entire internal economy and an obstacle to our knowledge and our excellence.In fact, Incas Academy is an ongoing training project for the

Incas AcademyThe ongoing process of training human resources offers added value to a

system of high-quality production.

human resources. Every day Incas has to compete with the markets, the majority of which are dynamic and “unpredict-able”. The work processes unfortunately have very un-stand-ardised characteristics and the role of the worker is therefore decisive. Incas Academy offers its personnel a training course that lasts for approximately a year and springs from an idea of the management to provide innovative solutions enabling us to always meet every aspect of our customers’ demands.Professionalism, organisation, motivation and involvement of the personal, plus the ambition to constantly improve, will be the cornerstones of this training project. With Incas Academy the idea of in-house training is completely revolutionised: from the generic to the specific, from the vague to the con-crete, since we are convinced that training is an investment, not a cost. All the company human resources will be divided into groups and involved in this project on a regular basis. It will consist of two stages: in the first, the workers-students will meet with the supervisors of each department who will provide first-level training (addressing a multitude of issues) covering production, organisation of operators’ tasks, and functional management of each department. Instead the second stage will involve all the operators (department by department) with direct and specific training of each one ac-cording to their individual roles. This must be simple yet ef-fective training that recognises the worker’s role in a process of ongoing professional growth. Incas Academy, which will be held each week during work hours (and continue for the entire year), foresees a shared approach with corporate part-ners, availing of in-house teachers and technicians, following which it will then be the department supervisors who in turn become the “teachers”. The programme of lessons will be divided into three macro work areas: behavioural aspects, the workplace, and operational controls. This will enable us to continue to be protagonists in the world of fashion, a stra-tegic building block, and a guarantee for the major fashion houses. One thing is certain: we must consider the training, qualification and requalification of the human resources an investment that in time will bear fruit for the company.

The key points of the project

Behavioural aspectsConduct in the workplace:It is essential to have a clear picture of the company organi-sation (and know how to place the various “figures” inside the work environment), the relations with supervisors, the management, other workers, and the company’s trade union representative, and the culture of respect.Communication procedures and tools:Management of the official notice board as an area for post-ing suggestions and complaints and highlighting the figures in charge of use of the same.

Via Enrico Mattei, 11 - 56022 Castelfranco di Sotto (PI) Italia - Tel +39 0571 48 64 11 - info@iniziativeconciarieassociate.it

HIGH QUALITY LEATHER

Rolando Franceschi, Cristiano Masoni e Nicolò Ceccatelli

A moment during the training

Touch screen drums department control

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The ongoing process of training human

resources offers added value to a system of

high-quality production.“

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INCAS Academy

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Working hours, etc.:Clarity regarding knocking-on and knocking-off times and correct use of the registration badge. Regulations governing authorised entries and exits: how and from whom to request these. Management of overtime. Requests for holidays, leave, absences and sickness leave. Management of breaks during work hours: what can be done during the pauses between fin-ishing one job and starting a new one. Compensation for travel.Dress code in the workplace:It is obligatory to wear clothing to work that complies with the applicable regulations (type of clothing, and person in charge). Explanation of the general rules and personal safety: the im-portance of the Personal Protection Equipment. The operators must also be aware of who all the “safety personnel” are: per-sonnel in charge of prevention and protection, fire-prevention and first aid, the company physician and the trade union repre-sentative. These figures must be made clear to everyone.Disciplinary measures:In which specific cases the company is forced to take these measures, and the provisions laid down by the CCNL (Na-tional Collective Labour Contract) in such cases.Conduct for ensuring safety:Compliance with one’s duties foresees for example, that only authorised operators can perform certain tasks (e.g. the forklift operator). The use of mobile phones during work hours. The ban on drinking alcohol or taking drugs. The ban on bringing private vehicles onto the company grounds. Prevention is always the best weapon in these cases.

Workplace:Since the personnel spend most of the day at their work sta-tions, these must be looked after, respected and managed in the best possible manner by always taking the most appro-priate measures. During the training course we will therefore address the issue of how to open/close off the department and how to manage the turning on and off of the lighting and the systems. The operators must be trained to keep their

workplace clean and to leave it tidy at the end of their work shift. How to look after work tools, who will be authorised to carry out maintenance and how often (we have maintenance logbooks for each single piece of machinery with relative ex-piry dates: the person in charge is responsible for signing and dating the completed maintenance operation). In the event of noticing any anomalies in a machine, how and to whom must these be reported.Waste management:In order to ensure effective differentiated waste collection, various bins that are clearly labelled externally must be po-sitioned in all the departments (e.g. organic, paper, etc.). No smoking in the workplace (and reporting of the same to the person in charge). Care of the first-aid kit: how to use it and who to contact in case of needing to use it. How to behave in order to safeguard the safety of any third parties present.Use of company vehicles:When and how these can be used, and who to contact for consignment and returning after use.Care of work documents:Taking care of the manuals of the various machines, obser-vance of the specific procedures, and use of the instruction cards every time a specific machine is used.

Operational control: Use of the equipment: As regards the use of the equipment, reference must be made to what we have called the “Process datasheet”. The process datasheets are handbooks for the correct use of the machines which all operators must be acquainted with in order to know exactly what to do in case of problems or anomalies, and also which errors could possibly occur when using a specific machine. Within the context of the use of the equipment, examples will be given regarding the role of the department supervisor, the machine foreman, the cases in which adjust-ments must be allowed, and any strictly prohibited handling operations. There will also be descriptions of the cases when it

will be possible to stop the processing.Confidentiality of the information:All Incas employees are bound to observe the confidentiality of everything concerning all the types of in-house processing. Therefore no information must every be disclosed to third par-ties outside the company.The active role of the worker:n the case of any errors during the processing, the operator must inform the department supervisor who will then fill out a “Non-compliance report”, recording the date, the depart-ment reporting the anomaly (with the name of the person fill-ing it out), a description of the non-compliance, the hang-tag number, the name of the item, the selection, the production line, the thickness and base colour, with an analysis of the non-compliance (a description of what happened), the corrective actions (what has to be implemented to solve this problem and the deadline by which it must be concluded), verification of the problem-solving, and confirmation or otherwise of the successful resolving of the problem.The culture of the product:It is important to help operators understand the value of the material they are working with and the exact manner in which it must be handled (e.g. if prone to staining, creasing, etc.). Attention must therefore be paid to the counting, storage, palletising and protection of the materials.Waste during the production process:Due to the fact that Incas was the first Italian tannery to receive EMAS certification, it has always cared for the environment, with a special eye to any form of waste. Water, chemical prod-ucts, and electricity are but a few of the issues that will be ad-dressed so that the quantities used will never exceed what is strictly necessary.The HI-CO line:For everything concerning our HI-CO line, particular care must be taken during the production stage: in fact, under no circum-stances must the HI-CO line ever be combined with the “stand-ard” production line.

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