Trenord needed to review its management processes with regard to new personel with the aim of: 

• rationalising existing initiatives relating to onboarding
• evaluate fit and functionality of such initiatives with company mission and management especially given the complexity and specificities of a company in constant evolution
• design a program to manage and monitor the process over a period of at least three years taking into consideration best practice examples

The project was carried out over three months using techniques borrowed from the “lean” and “agile” approach.  A tailor-made diagnotic model highlighted areas of strengths and weaknesses.  This innovative model determined the most approriate operational proposals, procedures and checklists for the onboarding of new personnel. The results speak for themselves as Trenord has implemented the programme fully and continues its use with a high level of satisfaction.

This project allowed the company to achieve more streamlined operations by saving time and offering more timely attention to new and existing personnel. The initiative was received positively by all staff; it also highlighted a skill level amongst new people that was on average, higher and more relevant, than in the past.