Career planning at Snam is organised around the idea that people should be able to progress both vertically and horizontally in the company. What counts most of all is an in-depth understanding of the business . Professional development is thus fostered through structured growth paths that combine training activities with internal mobility (changing role, department or area). In order to assess progress achieved, define areas for further improvementand determine an individual's contribution to the organisation, the company carries out regular evaluations (of performance, potential, experience and know-how).
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.
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.
In order to develop skills and talents, Snam has moved from a training course-based approach to paths carved out for specific requirements.
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.
What we expect from our people
The people of Snam are required to be the main players in the company’s processes and developments: dynamic and proactive subjects committed to playing their part in Snam’s future.
The orientation to operating correctly, the guarantee of service quality, protection of the environment and workplace safety represent the foundation for a culture of values recognised by all people of Snam.
Working in Snam means also to share its Code of Ethics and to act with fair play and transparency.
Snam is a dynamic company that provides its people with opportunities for occupational and geographical mobility throughout Italy as well as abroad, both in its companies and in different business areas. Snam is continuously looking for dynamic people willing to grow and move around different localities.
Performance Management and the Managerial skills model
The Performance Management process at Snam is a bridge between people and organization: it works on the corporate culture to valorise the behavior and contributions of individuals, involving all people in the pursuit of corporate objectives.
In a constantly and rapidly evolving gas market, the alignment between the company's strategic objectives and those of all people is a fundamental condition. The Performance Management process has therefore been designed with this aim: to assign in a capillary way objectives consistent with the company strategy to all the people who daily contribute to the results, allowing them to grow together with the business.
At the base of the process, two fundamental elements: a new model of skills consistent with corporate values and the culture of continuous feedback, which supports the constant dialogue between managers and resources, even in informal mode.
The process will involve everyone: in 2018 it involved about 700 people who hold positions of greater responsibility within the organization, and then gradually involve the entire population by the end of 2021.
The skills model consists of identifying the five basic skills that represent the main behaviors of people within the Snam organization.
In support of the "Modello delle Competenze", Snam offers an Empowerment Program, a series of managerial training courses aimed at expanding the skills of all participants by identifying priority needs to increase company performance. Each path, for each of the 5 skills, includes 2 days of training plus a half-day follow-up aimed at training and translating the "Modello delle Competenze" into concrete behaviors (Acting for continuous improvement, Acting with vision, Entrepreneurship, Working in connection with others, Motivate with passion).
- Displays high integrity and honesty
- Inspires and motivates Others to high performance
- Develops others
- Establishes stretch goals
- Practices self-development
- Solves problems and analyzes issues
- Develops strategic perspective
- Connects the group to the outside world
- Drives for results
- Takes initiative
- Champions change
- Communicates powerfully and prolifically
- Collaboration and teamwork
- Builds relationships
Operations area paths
Career paths within "Operations" which accounts for over 75% of people in Snam - are structured and developed over the course of several years by alterning periods of work with training (for both professional skills and cross-cutting competences). Development plans are categorised into various levels of complexity, based on an individual’s work experience in the field and managerial experience, with the goal of helping young people gradually grow into roles of responsibility.
There are specific multi-year paths for graduates. These programmes offer a mix of experiences both in operational roles at the head office and above all in the field in Italy. These paths are designed to develop technical skills first and then, following an assessment of each person's potential, managerial skills for promising young professionals. This approach aims to ensure ongoing generational change in managerial line in both operations and corporate roles.
For instance a typical development path for someone working in the transport network is to progress from a technical role to become a professional expret and then be put in charge of an operational unit.
THE MAIN SNAM OPERATIONS AREAS WHERE WE ARE LOOKING FOR THE BEST RESOURCES ARE:
Area in charge of managing and coordinating commercial activities related to gas transportation, storage and regasification businesses.
This function deals with the coordination of activities for the identification, promotion and marketing of new regulated gas products and services, by promoting the development of potential business initiatives, in accordance with the company strategy and the evolution of the target markets.
Area in charge of defining guidelines, methodologies, tools and operating methods for the activities of the Engineering and Construction function.
This function is responsible for the supervision of the implementation and management of investment projects, by assuring the application of project management methodologies and techniques.
It also deals with the coordination of assistance activities and specialized services in the field of transport assets realization, it also provides support to the procurement activities of competence and technical-economic supervision of contracts.
Area in charge of supervising the operation and maintenance of transport assets, guaranteeing appropriate levels of service, safety, environmental and cost protection and the design and implementation of investments, by directing and supporting the operating units in the territory.
It deals with the definition of technical and operational guidelines and best practices regarding investments in the maintenance of the transport network, guaranteeing the necessary methodological assistance to the competent departments in the operational management phase of the activities.
Area in charge of supervising the operation and maintenance activities of transport and storage plants and the design and implementation of the relevant investments, by directing and supporting the operating units in the territory, committing itself to ensure appropriate levels of service, safety, environmental protection and cost.
It also provides a contribution to the monitoring and updating of technical and operational regulations related to the operation and maintenance of transport and storage plants.
28 July 2021 - 20:44 CEST