Mizzau & Partners supports SMEs in defining skill requirements, building upskilling and reskilling paths, and evaluating available instruments to economically support their implementation, including the Italian Fondo Nuove Competenze.
Training follows strategy.
Digital transformation and artificial intelligence alter processes, activities, responsibilities, and skills.
This is why an effective training plan should not start from a course catalog, but from the company's priorities:
which processes will change; where AI can produce a concrete benefit; which roles will be most involved; which skills are missing; how to turn training into organizational capability.
Training creates value when it modifies the organization's capacity to execute its strategy.
From strategy to skills.
01 — STRATEGY
Which industrial and organizational goals the training must support.
02 — PROCESSES
Which processes can be transformed, digitized, or augmented by artificial intelligence.
03 — SKILLS
Which skills exist and which need to be developed.
04 — PEOPLE
Which company populations and roles must be involved.
05 — TRAINING
Which training path aligns with needs and objectives.
06 — ADOPTION
How to transfer skills into daily processes.
07 — VALUE
How to observe productivity, quality, time, decision-making, and other relevant results.
Not everyone needs to become an AI expert.
The goal is not to train everyone in the same way, but to develop the necessary skills in roles where AI can concretely modify processes and results.
Required capabilities range from basic AI literacy to specific functional skills, targeted use cases, up to specialist, managerial, and governance capabilities.
Can your company access the Fund?
The Fondo Nuove Competenze can represent, when applicable, an instrument to economically support skill development paths linked to the company's transformation.
Mizzau & Partners can support the company in the preliminary assessment of the instrument's applicability, defining requirements, and structuring the necessary path to access and use the measure, coordinating specialist expertise where needed.
CHECK POSSIBLE APPLICABILITY →From preliminary check to implementation.
PRELIMINARY ASSESSMENT
ELIGIBILITY / APPLICABILITY
SKILLS MAPPING
TRAINING ARCHITECTURE
ACCESS PATH
IMPLEMENTATION
ADOPTION & IMPACT
What is the Fondo Nuove Competenze?
It is not an automatic reimbursement for any course: the relevant notice requires transformation objectives, union agreements, a coherent training plan, and compliance with strict eligibility and procedural rules.
Which companies can access the Fondo Nuove Competenze?
It is essential to verify the eligibility conditions (e.g., contribution regularity, absence of insolvency proceedings) of the currently applicable edition. The measure was not exclusively limited to SMEs, although they were eligible.
How to know if your company can use the Fondo Nuove Competenze?
- Open application window and current edition rules
- Employer characteristics
- Transformation and innovation objective
- Involved workers
- Skills to develop
- Training plan architecture
- Signing of the working-time remodulation collective agreement
A preliminary assessment allows verifying these strategic and training elements to be ready should the measure reopen.
How to access the Fondo Nuove Competenze?
Admission is not automatic. Under the latest verified edition, training could begin only after admission; documentation, checks, and payment then followed the official mechanism established by the notice.
Can Artificial Intelligence training fall under the Fondo Nuove Competenze?
However, the AI theme alone did not establish eligibility. An AI training project still had to connect business needs, processes, roles, and skill gaps, while respecting all formal, contractual, and procedural requirements of the notice.
What AI skills does an SME really need?
Needs range from general 'AI literacy' to functional skills for specific areas (Finance, Sales, HR), to concrete process use cases, up to managerial capabilities necessary to drive innovation.
How to build an AI training plan for employees?
- BUSINESS OBJECTIVE
- PROCESS
- USE CASE
- ROLE
- SKILL GAP
- TRAINING
- ADOPTION
- RESULT
This approach closely links training to enterprise value.
PrivateEquity.AIEducational resource: it does not determine Fund eligibility or imply affiliation with or endorsement of listed vendors.
How to choose which employees to involve in training?
Criteria include process exposure to innovation, expected role evolution, concrete use cases, assigned responsibilities, and the employee's real capacity to transfer learning into daily operations.
How to link training, AI, and productivity?
Depending on the use case, productivity metrics may include time reduction, quality improvement, throughput increase, cost reduction, error reduction, decision speed, or commercial effectiveness.
How to measure the value produced by training?
It is then necessary to monitor actual field adoption and gather operational evidence over time. The guiding principle is that TRAINING + ADOPTION + PROCESS CHANGE leads to potential business value.
Assess whether the Fondo Nuove Competenze can support your company's transformation.
A preliminary discussion allows understanding the transformation project, identifying the skills to develop, defining the perimeter of potentially involved workers, and verifying possible coherence with available instruments.