In 2019, 99% of employees were involved in training activities
In 2019, 114,179 hours of training were delivered to the employees with 26,518 participations.
Snam’s commitment for the future is to give 320,000 training hours by the end of 2023
In 2019, the second cycle of the Performance Management system was launched, which saw the expansion of the population involved to include all administrative staff on the headquarter (Corporate and Operations).
Valuing people means understanding their capabilities, developing their skills and enriching their professional and human qualities. Training is the ideal development tool to enhance the value of a company’s human resources.
In 2018, the use of the target assignment and assessment system known as Performance Management, was implemented; it also contains targets regarding behavioural aspects, sustainability and the prevention of accidents in the workplace. All the assessment processes adopted are formalised and include a feedback interview, which constitutes an institutional opportunity for discussion and communication between managers and employees, also in order to gather information that can be used to define new actions for personnel development and enhancement. When it is fully operational the new system will involve the entire business through the progressive extension of the performance scope over a three-year period (2018-2020). In 2019 about 1,587 people were evaluated. As planned, in 2020, with the launch of the third cycle, the Performance Management system will involve the entire corporate population.
In 2021, the Performance Management system will impact all employees of the company.
In order to develop skills and talents, Snam has moved from a training course-based approach to paths carved out for specific requirements.
The company therefore moved from a logic of “courses” to that of training “paths,” i.e. the identification of more highly structured training methods that, over time, support the operational management of the business, in which the local HR departments play a more central role.
A total of around 114,179 hours of training were provided in 2019 (+5.9% respect to 2018), about 29.755 of which were dedicated to HSEQ issues. The increase is also due to the provision of e-learning to the entire corporate population with 5 modules of around 1 hour each on Compliance which dealt with the issues of Market Abuse, Privacy, Model 231, Anti-corruption and Antitrust.
We use the Kirkpatrick Model since 2017, evaluating the level of satisfaction of our training courses, mainly our leadership development programs, measuring the degree to which program participants find the training favorable, engaging and relevant to their current jobs to all of our classroom based training initiatives. The 2019 overall score is 4,5 over 5.We also apply the second level of evaluation on all our e-learning courses, measuring the degree to which participants acquire the intended knowledge, skills, attitude, based on their participation in the training.
We are the pioneers of energy, promoting innovation to serve the community.
We are the pioneers of energy, promoting innovation to serve the community.
Snam is very aware of the changing state of the climate and knows that in order to play a leading role in the energy transition, it must evolve its management models, open up to the outside world and leverage new digital technologies. We aim to create a common culture based on our 80-year history and on the enhancement of our people's skills.
The Snam Institute is an accelerator of innovation. It aims to project the company into the future, starting from our roots, using Snam’s core technical expertise to make it a company for all.
Through the three pillars of the Institute, Technical, Leadership, Innovation & Transformation, we promote the continuous exchange of knowledge and managerial skills to develop our business.
Digital Experience pathways make it easier to understand digital trends and take an active part in change.
To meet the challenge of the digital evolution, Snam needs new skills: this is why the Snam Institute's Innovation & Transformation area has developed the Digital Experience training courses.
The courses, hosted on one integrated platform, are all focused on the concept of transformation and are organized by three sub-themes: the Human sector modules see transformation as an opportunity for growth for people and society, while the Innovation courses address the transformations taking place in the way of doing business enabled by new technologies and digital. The shift in organization and ways of working, finally, is the subject of the Culture section courses, that focus on a journey to the heart of the changes that unleash the innovative potential of people.
The platform was updated in June 2020 with an even more attractive user interface, bringing with it a number of new features including 11 new courses, gamification as well as a test to assess one's digital knowledge.
Open Journey: an opportunity to open new spaces for discussion and confrontation within our company
Open Journey is a program of cyclical meetings that aim to encourage the exchange and sharing of ideas, useful for our corporate culture.
For each interviews, speakers from external bodies (CISCO, Barilla, Unicredit etc.) are invited to share their contributions to new ways of thinking, collaborating, communicating, doing business.
This is an opportunity open to all Snam employees, and aims to continue its development on issues relating to internationalization, digital, diversity and managerial culture.
Inspire the future
In 2019, some Snam Managers and participants from the affiliates Desfa, Gas Connect Austria, TAG and Teréga participated in Inspire the Future, a training course that the Leadership Institute has designed for senior managers who are responsible for leading the business. The course was developed into three modules (Leading Strategy, Driving Decisions through Innovation, Leader as a Coach & Corporate Storytelling) in three locations (Milan, London, Paris) with an aim to encourage strategic vision, the ability to promote innovation and the ability to guide people in transformation.
The Skill centres and the Internal faculty
In order to preserve the important heritage of its technical know-how, to develop it and transfer it to the new generations, Snam established the Skill Centres, namely groups of people across the organisational structures with consolidated and recognised know-how and expertise in specific areas that are important for the business. The main objective of the project is to monitor, develop and disseminate corporate know-how also through innovative training activities and professional development.
These centres are supported by an internal faculty of 80 employees who transfer their technical and business expertise to other colleagues through a "by Snam to Snam" approach. In 2019 the faculty provided around 1,200 teaching hours, contributing to the training of approximately 600 people.
Project "Con la Scuola"
The Snam Institute is the institution dedicated to training not only employees and collaborators, but also stakeholders to create shared value for communities.
The project "Con la scuola" was born from the partnership between companies and the school system and from the growing public awareness that the teaching staff today face new challenges due to the strong social and cultural changes which have developed over the last two decades: multiculturalism, digital native students and the digitization of programs and teaching tools.
This project overturns the model of school-work alternation. Instead of directly involving students, it does so by providing the teaching staff with approaches, methodologies and tools aimed at building a real didactics by skills.
With the Covid-19 pandemic impacting schools across the world in 2020, the project team took immediate action to give the teaching community an answer to the difficulties and extraordinarily new challenges that it found itself confronted with.
The tool used is a mini-series of webinars open to a community of schools that have shown interest, focusing on DAD (distance learning).
7 webinars were held, involving 350 teachers, 20 managers and 50 schools.
2019: hours of training delivered
|Total hours of training (no.)||85,356||107,771||114,179|
|Average training hours per employee (no.)||29.2||35.7||37.7|
2019: main training initiatives
|Description||Hours provided (no.)||participations (No.)|
|Health, Safety, Environment and Quality||29,755||5,580|
22 September 2020 - 14:56 CEST