The skills of our personnel allow us to guarantee the regular conduct of our business activities, move forward with the corporate strategies and ensure quality service that is increasingly efficient and sustainable.


The “Managerial Skills Model” is the tool we have developed to construct personal growth paths through correct orientation of skills and conduct. It is based on seven skills with an across-the-board impact on selection, development, performance management, training and talent management processes.



All our training programmes are designed to increase and enhance internal skills and the potential of individuals, as well as develop a true culture of internal sustainability.

The main training topics concern:

  • principles of intercompany general management and corporate knowledge sharing;
  • organisational context and strategies of the Italgas development plan;
  • principles of the new Italgas organisational structure;
  • change management;
  • legal, regulatory and procedural aspects relating to the safe management of rapid response activities, regulatory compliance and maintenance.


In addition, we decided to expand our training courses dedicated to young graduates who joined our group in the last three years, chosen as targets for specific initiatives to present the history, experience, values and distinctive features of the Italgas identity.


In 2017, the new Italgas Training Campus was set up in Turin, a structure equipped to handle different internal training initiatives, workshops and projects.



The human resources development system we have adopted is based on three pillars:

  1. the managerial skills system;
  2. performance management, appraisals and verification of alignment between professional and corporate objectives;
  3. the development of potential through ongoing appraisal.


In 2017, we completed the overall design of the Assessment Centre and Development Centre plans for junior and senior profiles, and launched the skills development programme for young employees, a plan based on graduate mapping that helped us to define interfunctional growth paths and internal mobility aiming to ensure the enhancement of professional skills and experience.

We also launched the first edition of the Young Engineers Project, a three-year ad hoc induction and growth programme involving 16 new recruits, 6 of whom are women. The project involves:

  • annual job rotation within the territorial hubs and technical staff functions;
  • training courses and one-on-one training with senior colleagues;
  • performance and potential appraisal.

ultimo aggiornamento 06 June 2019 10:48 UTC