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Training and Development

To strengthen the relationship between training policies and strategic objectives at the Group level, Hera decided to initiate a research programme in collaboration with CRISP (Inter-university Research Centre for Public Utilities Services) to study corporate universities and advanced managerial training applied in public utilities services.
As part of institutional and managerial training programmes, additional programmes of individual coaching and training regarding economic and managerial aspects of public utilities were developed that involved personnel with bachelor's degree and high-potential new hires.
In addition, in collaboration with Alma Graduate School, the first edition of the Managerial Development programme was created, to strengthen managerial skills and develop managerial potential of the personnel involved.
In collaboration with the Alma Mater Foundation, the third edition of the Upper University Training Course "Regulation and markets in public utilities services" was held, for resources included in the potential development project. The fourth edition is expected to be held in January 2010 for senior and middle managers.
The information and training programme, prepared in 2008 following the Consolidated Act on health protection and safety in workplaces (Legislative Decree 81/2008) coming into effect, held dedicated events throughout 2009 that involved professionals at various levels (senior managers, management, workers' health and safety representatives).
In the first quarter of 2009, specific training sessions were held for internal trainers who, over the course of the year, were directly involved as teaching staff in training for specific risks in various business areas.

Lastly, continuity was given to the activity of training in carrying out legal obligations (fire-fighting, first aid, etc.).
In 2009 the intense training activity and professional refresher courses continued for both technical and operating staff as well as specific activities aimed at maintaining and enhancing the operating skills required for activities that are deemed to be critical from the point of view of service quality, safety and potential environmental impacts.
More than 47% of training activities was performed by internal teaching staff, in application of the School of Trades model, which is now effective in all areas.
With the 2009 publications, the number of volumes for "Scuola dei Mestieri" (School of Trades) has reached 12.
The latest Quaderni di Mestiere (Trade Notebooks, or educational support tools for tutoring and teaching in a real working situation) published were: "Back Office Management in customer relations" and "Managing telephone interactions with customers".
In the commercial area, in addition to continuous updating on legislative aspects and reference information systems, training of the staff responsible for the management of customer relations was completed (during 2008 the entire call centre staff was trained and sessions for branch staff were initiated in September 2008 and concluded in the first quarter of 2009).
In addition, a training programme for SAT personnel on customer management information systems (SAP ISU, Siebel, etc.) was conducted in the first months of the year.
A specific, modularised Managerial Development programme involved managers of Hera Comm and Hera Trading. The primary topics covered during the training were: people management, project management, effective communication and negotiation, problem solving and decision making.
In the second half, a training programme began on the role of the distributor as a result of reference legislation on unbundling, which involved managers from the areas primarily affected (specifically, Networks, Customer Management, Operations Management).
Since 2006, Improvement Groups represent one of the principal methods adopted by Hera Group to involve personnel (in particular, office workers and blue-collar workers) and create opportunities for active participation in the improvement of daily working activities, enhance professional skills and, consequently, improve the working environment, motivation and the sense of belonging.
During the second half of 2009, 4 new Improvement Groups were started in response to specific needs of the business units involved.
As is now common practice, during 2010 improvement initiatives approved by management will be subject to specific monitoring during their implementation phases.
2009 hours and costs are lower than the previous year as a result of budget reduction over the course of year; in total 144,898 training hours were recorded (equivalent to 121% of the revised target hours).
In addition, there were more than 29,800 participants in various training initiatives and more than 90% of Group employees took part in at least one training activity.
Per capita hours were 23 hours, consistent with 2007 data (in 2008, the data was unusually high, 33 per capita hours, as a result of the initiatives related to the Code of Ethics).
The total financial investment, net of personnel-in-training and internal staff costs, was Euro 880,200.

These data confirm the substantial commitment of both funds and resources that the Hera Group dedicates to the career advancement and continuous development of it human capital.

Training programmeMan hours
Professional training and specialised courses68,830
Quality, safety and environment44,148
Institutional and managerial training25,948
Information technology5,972
Total144,898

The Graduates Programme continued in 2009; the project began in 2004 with the objective of recruiting and hiring new graduates with high professional potential. Currently there are 93 resources working in the Group that were hired during the four-year period 2004-2008.
During the year, 19 new resources were added to the programme who completed the basic management course in 2009.
At the same time, in the second half of 2009, the recruiting and selection phase began for the newest edition of the project.
Selection involves a first phase of assessment, with the participation of candidates who were previously selected through curriculum vitae sent to the company and who meet certain demographic and educational requirements.
59 recent graduates participated in the assessment in 2009.
In the initial months of 2010 the selection phase of the 59 recent graduates who participated in the assessment phase will be completed and will result in 17 new resources being hired into the company through an 18-month Employment Contract.
A Potential Development Project was started in 2008 with the objective of enhancing and developing potential in young resources employed in the Group.
All resources belonging to the 2004, 2005 and 2006 editions of the Graduates Programme participated in the project, as well other young resources with similar demographic and educational characteristics.
Beginning in February 2008 a total of 100 resources who, having first had a motivational and orientation interview, then participated in two days at the Assessment Development Centre during which the professional growth potential was evaluated for each participant.
The appropriate individual professional development paths were then developed given the results of the evaluation.
In 2009 the resources involved undertook training/development initiatives based on their annual action plan.
Hera Group has a framework agreement with the University of Bologna that includes incentives for training of students and recent graduates, with particular attention on subjects related to water, energy and waste management, by granting study grants of 6 months for students and 12 months of recent graduates.
As part of this initiative, Hera has a specific agreement with the faculty of Industrial Chemistry that allows recent graduates or student to perform educational, training or orientation internships.
In 2009, as in previous years, Hera Group participated in the PIL Project (Job Placement Paths) with the Universitą degli Studi in Ferrara, offering 4 recent graduates/students the chance to supplement their university curriculum with experience in a company. The paths envisage a 3-month internship, and subsequently, a job offer from the company with a 12-month contract.
The agreement signed in 2008 with the University of Ferrara that provides for placing students and graduates for periods no longer than 18 months for training and orientation internships continued in 2009.
7 interns were placed with the company from the following master's degree programmes: Master's Degree in Training Organisation and Management, Master's Degree in Project and Construction Management and Master's Degree in Technology and Management Sciences.

 
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