In 2020, 90% of employees were involved in training activities
In 2020, 66,385 hours of training were delivered to the employees with 17,277 participations.
Snam’s commitment for the future is to give 320,000 training hours by the end of 2023
In 2020, the third cycle of the Performance Management system was launched aiming at the expansion of the population involved to include Technicians and Employees
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.
During 2020, the third cycle of Performance Management was launched with the aim of expanding the scope to the population of Technicians and Employees with the support of ad hoc training organised on the territory starting in February 2020 and ending in 2021.
In 2020 40% of open positions are filled by internal candidates.
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.
During 2020, 66,385 hours of training were provided with 17,277 participants and 90% of the company population were involved (95% of women and 89% of men were involved in at least one training course), providing an average of 20.4 hours per employee, with an average training cost per employee of about 626 euro. The decrease in training hours (-41.8% compared to 2019) is partly attributable to a reduction in compulsory training hours and partly to the need to redesign training to be delivered at a distance.
In addition, approximately 8,154 hours of training were provided, with 1,437 participants attending exclusively on health and safety, topics that are always central to Snam employee training and are part of the broader "Health, Safety, Environment and Quality (HSEQ) Training" area. To further strengthen its commitment in this field, Snam Institute has signed a collaboration agreement with the National Fire Brigade for the provision of training to technical personnel through courses on the safe management of gas infrastructures, fire prevention and other topics related to transport, storage and regasification activities.
In order to face the Covid-19 emergency, the Snam Institute training catalogue has been enriched with 36 new e-learning courses and 48 courses delivered in Distance Learning, the new training method made necessary by the health emergency and which, in order not to lose the effectiveness of the training activities, has adapted the structure and duration of the courses, taking into account the drastic reduction in the average concentration time of people compared to training in a physical environment.
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.
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.
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.
In particular the following activities were implemented:
- 40 institutions were involved (48% from the North, 27% from the Centre and 25% from the South);
- 45 class councils were held;
- 300 teachers and 1,000 students took part;
- 20 webinars, 13 experiential workshops and 2 days of in-person training took place.
2020: hours of training delivered
|Total hours of training (no.)||107,771||114,179||66,385|
|Average training hours per employee (no.)||35.7||37.7||37.7|
2020: training hours age breakdown
|Age range (years)||hours erogated (no.)|
|tra 25 e 29||12,238|
|tra 30 e 34||8,721|
|tra 35 e 39||7,596|
|tra 40 e 44||4,578|
|tra 45 e 49||4,465|
|tra 50 e 54||5,878|
|tra 55 e 59||8,057|
|tra 60 e 64||3,759|
2020: main training initiatives
|Description||Hours provided (no.)||participations (No.)|
|Health, Safety, Environment and Quality||11,021||2,856|
11 June 2021 - 19:22 CEST