We develop and enhance skills
Thanks to the skills of our people, we guarantee a quality service that is increasingly efficient and sustainable, and we pursue the company's strategies. In particular, in 2019 we further developed training programs to support digitization and digital transformation projects.
Training paths developed with a view to strengthening technical-specialist know-how, project initiatives and above all Digital Transformation programmes were the training calendar for 2019 which involved all our internal resources.
84.000 hours of training provided
21H average training hours per employee
+24% hours of training on quality, safety and environment
hours’ training provided
hours of training provided
to employees, on average
hours of quality, safety
and environmental training
Of particular importance in 2019 was the further development of training in support of the Digital Transformation programmes , launched in 2018, which provided for different types of involvement and training.
The new technological scenarios and the main applications on gas distribution were in fact the contents of the training courses for management, executives included in development paths and for young graduates.
The technical training dedicated to technological platforms, on the other hand, was intended for contact center employees.
While the inter-company journey in U.S. Silicon Valley focused on the aspects of Digital Innovation and Transformation, a group of managers and experts was approached.
In the field of young people, we have expanded the training course dedicated to recent graduates who have joined the Group, with specific interventions on history, culture and skills, strategic and business lines and more technical aspects with field visits to deepen their knowledge of construction sites and plants.
These moments have been an opportunity for internal teachers in company management and new hires to share their experiences of working at Italgas.
For us, training is linked to digitization and in this sense, in 2019 the two-year program for "potential" middle management called Italgas Leadership Way continued. The program is divided into two annual business modules carried out with Sda Bocconi and two modules of potential evaluation and development with empowerment methodology (37 participants in the first edition). Of particular importance for Italgas was the in-depth study of the concepts of Corporate Sustainability and the notes on the circular economy.
In 2019, MyLearning, the cloud-based multimedia platform dedicated to training, was also implemented. Each employee has visibility of his or her own training and can access the training activities available online. The first training modules on Compliance (GDPR) and technological issues (Smart Meter and Alarm Test) were launched with the collaboration of the Company's experts, also following the results of the work produced by the Digital Factory to promote Knowledge Transfer and professional updating.
Following the transversal training course, we have also paid the right attention to the theme of female leadership: since January 2018 we have become a supporting member of Valore D, the association of companies whose aim is to encourage and enhance the development of female talent and an inclusive business culture in member companies. 25 colleagues participated in inter-company training programmes and workshops aimed at developing inclusive leadership skills.
The Italgas Training Campus in Turin, inaugurated in 2017, is home to many of the group's training activities.
The development and updating of the professionalism of the resources is as important as the first training. During 2019, we organized several routes that rotate on three axes:
- The system of managerial skills, which take into account the initiative, future orientation, connection and leadership of each individual resource;
- Performance management, intended as a moment dedicated to evaluating and gathering feedback on one's work, in order to combine professional and corporate objectives;
- The potential of each resource, because only through continuous evaluation and appropriate stimuli can each person strive for excellence.
For all managers, executives and young graduates, a review of the internal mapping of potential and performance according to the 9Box methodology was carried out in 2019, involving all area managers and unit heads.
The mapping in the different clusters made it possible to identify the people to be included in role development activities and the people to be enhanced through accelerated development programmes.
During 2019, the following continued: the mapping of the managerial potential of the most recently recruited managers, also for the purpose of updating Succession Planning and the individual Coaching paths for managers and middle managers who acquired roles of greater responsibility during the year.
A novelty is represented by the program dedicated to the chief collaborator feedback tool which, starting from 2019, has been extended to managers and resource managers: it has been developed through 19 workshops in small groups of one day each and training sessions dedicated to the sharing and development of the Italgas Managerial Skills Model.
ultimo aggiornamento 08 August 2020 05:05 UTC