Il CCNL chimico-farmaceutico. Uno strumento di gestione, organizzazione e sviluppo del personale

In the new economic and social scenario increasingly globalised, affected by a process of profound technological change, organizational, productive and the real competitive advantage for the business system is increasingly adopting integrated policies and full utilization of human resources, thanks to a good national and corporate bargaining. A search enhancement through targeted investment growth of the quality characteristics, using management policies geared to achieving a conscious involvement and an adequate level of participation accountable to business goals, thanks to a healthy national and company collective bargaining: through a participatory relationship between the company and the Unions, based on mutual recognition of the diversity of roles and functions. In this context, an effective working relationship management plays a key role in company policy, because, as a result of ongoing change, human resource has ceased to be regarded as exclusively a "cost" and has become a “strategic resource”, indispensable, both for the purpose of increasing the value of the enterprise system, both for an effective pursuit of goals associated with the mission and business. In this evolutionary framework, the CCNL plays an important role in corporate management, since it can be a tool to contribute to the competitiveness and productivity of enterprises, through the participation of workers in company choices, especially in an economically difficult period as the present one. In addition, the contents of the collective agreement, in modern optics, should be structured with an innovative and interdisciplinary vision, aimed to better understand the relevant interconnections exist between economic, organizational aspects and legal, sociological and psychological. In fact, in the following pages, it emerges that is crucial to analyze simultaneously the current difficult economic situation and the tools employed to counter it, so to design both within individual dimension concerning the management of human resources, and collective, concerning Trade Union and industrial relations, a modern COLLECTIVE LABOUR AGREEMENT, business oriented, always keeping the person – worker. As we shall see, national bargaining chemical-pharmaceutical sector represents, historically, a very interesting experience, within which were often carried out innovative solutions and experiments (which, as usual in these cases, attracted acclaim and criticisms). In fact, ever since the 1947 COLLECTIVE LABOUR AGREEMENT concluded in the context of the serious crisis brought about by World War II, the contract had innovative features in relation to rules. Therefore, the element of innovation is central because it characterizes the entire text of the COLLECTIVE LABOUR AGREEMENT signed on December 18, 2009 and is also the determinant element of renewal for the period 2013-2015 (for example, as we shall see, the Bridge Project). In addition, priority will analyze not only from the standpoint of labor law (for example, by analyzing the impacts of l. 92/12 on the field), but, through a “read” and interpret the CCNL multidisciplinary as main and fundamental instrument for the management, organization and staff development. In addition, the National collective agreement of work – Pharmaceutical chemical industry has always been, and is currently a source of important innovation of models of bargaining, e.g. as regards the subjects of active policies and outplacement (Welfarma experience). Therefore, given the novelty of this COLLECTIVE LABOUR AGREEMENT and especially since it's the contract applies to workers of Liquigas S.p.A (seat of my internship), I find it necessary to analyze strengths and weaknesses of such modern CCNL. But, despite the many positive aspects of this collective agreement, as we shall see in the following pages, for some sectors to be reformed and/or revised, e.g. as regards the occupational profiles and types flexible contract, intervening where necessary by way of derogation from the new regulations, to support businesses and workers both in the current phase of economic crisis to relaunch the sector.