Teaching new skills and professional capabilities GRI - G4: LA9, LA10, SO4
To follow up on the commitments made in prior years, the training Key Performance Indicators (KPI) have been confirmed for the 2014-2015 two-year period, pre-setting a quantitative target to be reached both in the provision of average hours per employee and in staff involvement. The two targets pre-set for the year have been surpassed.
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KPI description |
KPI date |
Pre-set target |
Target achieved in 2015 |
Sector |
Status |
Average hours per employee (no.) |
2013 |
Achieve 25 in 2015 |
25.5 |
Snam Group |
|
Involvement of corporate population (%) |
2013 |
Achieve 83% in 2015 |
84.7 |
Snam Group |
|
|
|
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Activity in progress
Annual target achieved (KPI with targets for more than 1 year)
Target not achievedTraining is conducted in classrooms and on-the-job, favouring in-house teaching from experts and, where appropriate, collaborating with external training institutions and organisations of excellence. E-learning modules are used for the widespread dissemination of specific knowledge.
In light of its greater opening to the international market, Snam remained committed to online language training courses provided, with various teaching methods and degrees of detail, to executives, managers, office workers and manual workers. In 2015, approximately 80 employees took advantage of advanced language training through half-year courses with individual lessons and periods of study abroad.
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Description |
Hours provided (no.) |
Participants (no.) |
Recipients |
Management training: |
4,768 |
639 |
Executives, middle managers and office workers |
Management Training: |
2,990 |
284 |
High Flyers, experts, managers |
Management Training: |
2,748 |
187 |
Recent graduates hired by the Group in 2015 |
Training dedicated to maintenance of plants and know-how on technical systems |
91,641 |
5,180 |
Technical operating office and manual worker population |
Foreign languages |
13,424 |
453 |
Executives, managers, office workers and technical specialists |
In 2015, 3,025 hours of training were also provided to 1,920 people on matters relating to the code of ethics, model 231 and anti-corruption.
The Snam managerial skills model
The Snam Managerial Skills Model was developed and implemented in 2015. With the contribution of Group executives, 7 critical managerial skills were established based on the identification of observable behavioural indicators. Those evaluated – all company managers and executives – also benefit from a two-year development plan created by the evaluator and the evaluated employee, in order to develop one or two of the most critical skills identified.
Italgas Change Management Plan
In 2015, in synergy with the parent company Snam, Italgas launched a systematic Training and Change Management plan to accompany the development of corporate activities. The Plan began with a workshop involving all executives entitled “Protagonists of our Future”, focused on sharing outlooks for Italgas, the new organisation and the initial activities that await the Company. Subsequently, more than 150 district heads and operations and staff managers participated in a training session, “Let’s measure the distance”, on innovative change management procedures in terms of content and proactivity, which made it possible to detect gaps for the transition to a model featuring greater responsibility and empowerment.
The human capital of the future
Within a business environment that is continuously evolving towards international environments, it is fundamental for resources hired by the Group to acquire distinctive professional and managerial skills.
All new recent graduate and expert hires are involved in an orientation course focusing on the topics of corporate organisation, the business (e.g., gas supply chain and economic and management logics of regulated markets) and “critical” soft skills, within a programme that combines classroom activities, remote courses and on-site visits to operating sites.