At Group level, 237,588 (approximately 29 hours per capita) training hours were provided overall: around 52% were delivered using internal trainers. This increase is mainly due to the organisation of extraordinary training activities: new leadership model, smart working, change management plans, on-the-job training and the Quantity-based Tariff project.
|Sales and market||13,942||15,542||15,728|
|Quality, safety, environment, Sa 8000 social responsibility||95,852||72,257||66,741|
|Ethical values and corporate culture||21,096||18,048||24,587|
Ethical values and corporate culture include the annual meetings of the Executive Chairman and the Managing Director, top-down meetings regarding the Word-of-Mouth project – aimed at spreading knowledge of the main company projects among Group employees – as well as the initiatives set up for disseminating the Code of Ethics. The managerial area specifically includes the training initiatives on the new leadership model, institutional training activities for managers, the Elective programme (process aimed at improving managerial performance) and other initiatives related to HerAcademy, the Group’s corporate university.
With regard to Sales and Market, training was delivered connected to the New CRM Language project with a view to developing Hera Comm’s sales language and so achieving greater accessibility and distinctiveness. Information meetings were organised within Hera Comm aimed at presenting the organisational development logics implemented during the second half of 2017. Cross-cutting information/training activities were also started regarding the Quantity-based tariff, involving resources belonging to affected organisational areas.
In the Quality, Safety and Environment area, ongoing commitment and investment was achieved with regard to work health and safety topics, especially training on the State-Region Agreement and training activities regarding emergency teams, security positions and work equipment.
Lastly, in the technical-operational area, we gave further continuity to the scuola dei mestieri (school of trades), especially to on-the-job training activities in the operations area; whilst in the information systems area of note is the continuation of the widespread and cross-cutting training activities related to the unbundling project and to Office Automation, as well as the information and widespread awareness-raising programmes on information security.
|Project based contract workers and workers with staff leasing contracts||27.8||40.2||91.3|
Data does not include Aliplast and Aresgas. The workers of these companies are equal to 4.7% of the total.
There were 28.6 training hours per capita (25.8 in Hera Spa). Average training per capita in female workers amounted to 28 hours against 28.8 average hours in male workers.
Professional training in the main Italian utility companies
Hera is in second place among the 6 main Italian utility companies considered in the comparative analysis between the main Italian utility companies carried out by Utilitatis in terms of training hours per capita delivered to workers: the 2016 Hera value was 29.3 hours, 30% higher than the 22.5 average of the 18 multiutility companies considered.
|Project based contract workers and workers with staff leasing contracts||100.0%||99.2%||100.0%|
98% of workers were involved in at least one training event: the reason for this was the development of widespread initiatives, including the extraordinary training activities mentioned above.
|Degree of satisfaction of trainees (quality perceived on a scale from 1 to 5)||4.38||4.43||4.43|
|Outcomes (correspondence with needs) (% of replies with assessment score of 4 or 5)||74%||75%||75%|
Exluding AcegasApsAmga and Marche Multiservizi
Training, including hands-on training, is planned based upon a needs analysis in accordance with the Group’s roles and competences model. This analysis is followed by detailed planning which includes cost forecasts. The activities are monitored and assessed during the year and after training.
Hera uses a training assessment system that considers the degree of satisfaction expressed by the workforce attending the courses, alongside the assessments of the department managers with respect to the impact of training actions on the skill profile development of co-workers and their application in the performance of the working activities.
The degree of satisfaction is generated by assessments conducted by trainees once the course is over, on a scale of 1 to 5. The above table shows the overall average assessment measured: the degree of satisfaction is in line with 2016. The outcomes are the result of the assessments carried out by managers in terms of collective impact of the training provided for each role. The reported percentage values indicate scores of 4 or 5 (1 – 5 scale).
|Thousands of Euro||2015||2016||2017|
|Sales and market||55||52||44|
|Quality, safety, environment||604||541||448|
|Ethical values and corporate culture||9||15||3|
The data refer to: Hera Spa, Acantho, AcegasApsAmga, Herambiente, Hestambiente, Hera Comm, Hera Luce, Heratech, Hera Trading, Inrete Distribuzione Energia, Marche Multiservizi and Uniflotte.
The overall financial investment made by the Group in 2017 exceeded Euro 1.8 million, net of costs for staff undergoing training and internal trainers, around Euro 736 thousand of which related to the use of financed training funds.