96.2%
employees with permanent contracts
4.2
million euro
used by employees with Hextra,
the company’s welfare plan
(with 98.5% of employees adhering)
30%
variable retribution
of middle and senior management
depending on sustainability, 17%
on hsared value

Professional training in the main Italian utility companies

Hera is in first place among the 6 leading Italian multi-utilities 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. In 2018, Utilitalia published its first sustainability report which summarises the environmental performance of 127 Italian utility companies: Hera’s 2017 result (28.6) is 90% higher than the average of the utilities considered (equal to 15).

Source: Utilitatis, Sustainability Benchmarking 2018; Utilitalia – 2017 Sustainability Report

Percentage of workforce attending at least one training course

%

2016

2017

2018

Managers

100.0%

100.0%

100.0%

Middle managers

100.0%

100.0%

100.0%

White-collar workers

99.4%

99.4%

99.6%

Blue-collar workers

95.9%

95.1%

98.5%

Total

98.1%

97.9%

99.4%

The indicator does not include the following companies: Aliplast and Aresgas. The workers of these companies account for 4.7% of the total.

99.4% 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.

Assessment of training

%

2016

2017

2018

Degree of satisfaction of trainees (quality perceived on a scale from 1 to 5)

4.43

4.43

4.36

Outcomes (correspondence with needs) (% of replies with assessment score of 4 or 5)

75%

75%

73%

Excluding 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).

Total training cost per area of intervention

Thousands of Euro

2016

2017

2018

Sales and market

52

44

81

Managerial

589

606

552

Quality, safety, environment

541

448

580

Information systems

60

28

46

Technical-operational

361

499

486

Ethical values and corporate culture

15

3

25

Other

135

189

80

Total

1,753

1,817

1,849

The indicator does not include the following companies: Aliplast and Aresgas. The workers of these companies account for 4.7% of the total.

The financial investment made by the Group in 2018 was Euro 1.8 million, net of costs for personnel undergoing training and internal teachers.