Innovation and digitisation characterise the way we work and are therefore at the heart of our training programmes. We define Digital Transformation as training activities related to new skills, Digital Skill, and the development of attitudes towards digital issues and Digital Mindset. All this happens thanks to our Digital Factory, a real company ‘innovation factory’, which stimulates internal digitisation with new and functional solutions.

His contribution is fundamental to the development of the Group. In 2020, following a survey on digital skills, Italgas launched a major digital reskilling plan to promote the culture of digitisation and allow all its people to gain a greater insight on the trends and main technological innovations in progress in Italgas. n the midst of the health emergency that hit the country in the first months of the year, the Digital Training Path was launched, through the creation of a library of digital pills, the creation of Digital Workshops and specific webinars on internal collaboration tools , in continuity with the technological innovations developed within the Digital Factory  to accelerate and develop an attitude towards digital issues.

Digital Transformation programmes cover topics such as:

• The new technological scenarios and the main applications for gas distribution made up the contents of the training actions for management, middle management on development paths and young graduates.
• Use of technology platforms for contact centre technicians.
• Roles and agile methodology, deployment of technological and digital solutions developed in Digital Factory teams, for people involved in innovative digitisation projects.
• Cyber security.

In Italgas’ people development plan, performance management is one of the fundamental pillars, which is implemented through multiple projects. The following continued in 2020: the mapping of the managerial potential of newly appointed managers, also for the purposes of the updating of Succession Planning and individual Coaching courses for executives and middle managers who have acquired more responsibilities over the year.

9BOX PROCESS

The 9box process was launched in 2018 and is now in its third year; it is an important moment of growth of the managerial culture and assessment of resources. For all the executives, middle managers and young graduates, internal mapping was revised in 2019 with regard to potential and performance according to the 9Box method, which involved all area directors and unit heads. Mapping in the different clusters made it possible to identify who to include in role development activities and who to enhance through fast-track development programmes. The last edition involved the entire population of development pathways, totalling about 700 people. This year, with the inclusion of all employees, the perimeter of the estimated population will extend to approximately 2,550 people.