The interview with Linda Gilli, by Inaz.

One year after the launch of the recovery plan at European level, which led to the PNRR in Italy, 01net carries out an investigation, based on a series of interviews with the main companies operating in Italy in the ICT on their strategy for digitalisation of the

We talk with them about four key themes of digital transformation: resilience, cybersecurity, cloud, environmental and social sustainability and the answers allow you to build the ICT reality participation map for the country’s growth in the digital sense.

And there is one more theme, the fifth: in a spirit of consultation, we ask that Italian entrepreneurs be given an extra idea, capable of producing immediate value in terms of efficiency and competitiveness.

For Inaz, the President and CEO, Linda Gilli, responded.

A year after the Recovery Plan, where are we with the real transformation of the country: with what solutions, skills and services do you participate in the missions of the PNRR involving digital?

The experience, skills, and solutions of Inaz in terms of products and services dedicated to the HR world are all oriented to help companies digitise, innovate and grasp all the advantages of the transformations in progress.

In recent years, and long before the pandemic brought the disruption that we know well, Inaz has strongly focused on tools to promote work, collaboration and communication, even remotely and on the move, on paperles technologies. All the elements that proved to be fundamental to the outbreak of the pandemic: while those who were already equipped in this sense were able to react before and better than others to the difficulties, the others also quickly realized that it was necessary to make a leap forward. And so it was: even if the path is still long, today we can say the push of external difficulties, combined with the incentives of the PNRR, are leading Italian companies to recover their gap.

So much so that today priorities have already changed a lot compared to a year ago. For example, the The Future of Work 2021 research carried out by Inaz Business Observatory Work with Business International revealed that the priority indicated by companies is no longer (as in 2020) to digitize and manage smart working: these things are now ace A more horizontal and inclusive leadership, more collaboration, more autonomy for employees, more attention to family-work reconciliation and corporate welfare as elements that complement pay in ensuring employee satisfaction. Employees who, especially if they belong to the new generations, are now much more likely to leave a job where they do not feel valued.

2021 was the year in which the theme of cybersecurity landed in all businesses. What concrete prospects did you give for 2022?

In recent months we have witnessed the widespread spread of distance and therefore the frequency with which workers use networks and devices, often personal, outside the corporate perimeter has increased enormously. And the amount of personal data has increased further ‘therefore very delicate to treat ‘that companies are called to manage, transmit, record, control, archive. Clearly, this constantly poses increasingly complex cybersecurity problems.

The perspective for 2022 that Inaz has given itself is to continue to be the most reliable partner in the management of data related to people in the company: to be specialists in this field does not mean only to make available the best skills in the field of IT and to guarantee the highest standards

The key component of digital transformation is the cloud. What are the choices that Italian companies will have to make in 2022?

The cloud is certainly the enabling technology to take advantage of digital transformation. Managing staff data in the cloud means, for companies, to lighten the departments from weights and constraints, to keep infrastructure costs under control and to be always followed in managing aspects such as privacy, security and GDPR compliance. Moreover, it is not necessary to stress it, it is the fundamental choice when you are aiming at smartworking. An investment for the future that must be made by choosing the right supplier, who can process staff data with reliability and competence, who knows the specific needs of the staff offices and who understands the dynamics and evolutions of the sector.

After the Cop26 it was understood that sustainability, both environmental and social, now affects not only all countries but also all companies. What is your strategy on these issues?

Inaz has just joined the United Nations Global Compact, the largest global initiative on corporate social and environmental responsibility that is divided into four areas: human rights, work, environment and the fight against corruption. For a medium enterprise like Inaz, always attentive to the issues of corporate responsibility, the common good and the development of civil society in the territories where it is present, membership of the Global Compact is a choice that projects us into a global dimension. We have decided to adopt a broader vision in view of the pressing challenges facing all economic operators and the urgency of taking global measures to achieve the objectives of the UN 2030 Agenda.

For Inaz, membership of the Global Compact represents the natural fulfilment and enhancement of a series of choices made over the years. For example, on the environmental sustainability front we have put in place initiatives to promote the reduction of plastics in the company, water saving, greening. Our governance puts the well-being of people at the centre and promotes wellbeing, reconciliation of family-work, inclusion, training and the development of talents. We have worked over the years to build a strong corporate culture based on respect for people and values and adopted standards and organizational models, such as Mod. 231 for the prevention of corruption, which is one of the factors that has allowed us to obtain ★★++ (two stars ++) in the legal rating of the Competition and Market Authority. It is a path that is constantly becoming and our will is to constantly improve us: being part of a global network will only give us a further push in this direction.

ICT idea of 2022

If you were to offer a single investment (product, solution, methodology) to an Italian company, a choice that could produce an immediate benefit in terms of efficiency and competitiveness, what would your advice be about?

For us who are concerned with the HR world in all its facets, the winning move now is to adopt a solution that integrates the answers to all human resource needs: centralised process management, people-oriented approach (to hire and to make them work and A single investment that allows people to be managed wherever they are (home, physical locations, on the move…), facilitating both the processes related to the activities of the staff office and the work of employees. To implement a real smart working and allow everyone to be operational from anywhere as if you were in the office, devices and technologies are not enough.

A digital ecosystem, an integrated platform, must also be created to enable employees to be productive, to feel involved, to cultivate a sense of belonging and to collaborate with their colleagues and managers. When we talk about people at work, in fact, we must consider many experiences interconnected: from those more related to administrative processes (such as presences, known expenses, transmission of documents etc.), to evaluation and assessment processes, to training, communication between companies and employees Inaz has created the HExperience platform, with which customers have the opportunity to make this experience of collaborative and flexible ecosystem, based on a unique database that manages all human resources data to which specific operating modules are added. It is a solution that gives HR management a greater vision and allows it to assume that strategic role to which it is called today, increasingly, more and more.

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