Transcript presentation

The internships as a lever for development
and key to enter the world of work
Praxis Conference 2014
Genova, 25-26 September
Dott. ssa Daniela Milano
Training Manager– Iren Spa
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Iren – History
Iren is now the second Italian multi-utility group - operative in the territories
of Turin, Genoa, Reggio Emilia, Parma, Piacenza - with a number of
employees of 4520 unit at 07/31/2014
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Iren: Group
Iren is structured as an industrial holding which
manages the strategic, development and coordination
activities of five companies responsible for the
individual lines of business:
IREN
Acqua
Gas
nel ciclo idrico
IREN Acqua
Gas in
the integrated
waterintegrato;
cycle sector;
IREN
Energia
settoreand
della
produzione
IREN Energia
in thenel
electricity
heat
energy di
energia
elettrica
termica
e dei servizi services
tecnologici;
production
sectore and
the technological
sector;Mercato nella vendita di energia elettrica,
IREN
gas
e teleriscaldamento;
IREN
Mercato as regards the sale of electricity, gas
and district
heating;
IREN
Emilia
nel settore gas, nella raccolta dei
rifiuti,
nell’igiene
e nella gestione
dei
IREN Emilia
in theambientale
gas, waste collection
and
servizi
locali; health sectors and in the management
environmental
of localAmbiente
services;
IREN
nella progettazione e gestione
degli
e smaltimento
IRENimpianti
Ambientediintrattamento
the design and
managementrifiuti
of
oltre
che
nella gestione
degli impianti
waste
treatment
and disposal
plants anddiinproduzione
the
calore
per ilenergies
teleriscaldamento
in territorio emiliano.
renewable
sector.
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Iren - Values
Quality of
supply and
procurement
Environment
protection and
rational use of
energy
Customer
satisfaction
Efficiency of
services
Health and
Safety
Responsibility
and cooperation
with the
community
Continuous
improvement
Sustainable
development
Innovation
and change
Respect and
enhancement
of people
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The logic of the training within the Group
Training is seen as a tool for
growth and development of
human resources in line with the
strategies and needs of operation
and development of the Group's
and of the single Companies
•Attention to people,
considered a key success
factor
•Skills and career pathways
development
•Construction of a
collaborative working
environment
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Synthetic data- 2013
Increasing data in the training provided: about
95.200 man/hours
(+ 14% compared to the year 2012)
The per capita average of training
hours was approximately 21,2
hours (+13,8% compared to
96% of employees
2012), of which 91% related to
participated in at least one activities planned and managed by
training course
the Training functions and the
(+ 2,1% compared to 2012) remaining 9% purchased in the
catalog
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The training plan for the Group
• Management training
initiatives and Change
Management to
support the
implementation of
the new
organisational model
Group
• Safety
• Health
• Environment
• Systems certified
• General knowledge
• Basic computer
• Personal skills
• Language skills
Managerial
skills and
Change
Management
Basic
knowledge
and
trasversal
skills
Safety,
health,
environment
and systems
certified
Functional
knowledge
and expertise
• Central functions
and/or staff
• Technical functions
related to business and
commercial areas
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The recipients of the training
Executives and Managers
Employees
Workers
External
staff
(eg.
Contractors, trainees, etc.)
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Internships in Iren Group
Iren has always considered an added value the opportunity to
learn and put temporarily in its organic potential new
resources
Benefits for Iren:
Benefits for trainees:
• Constructive dialogue
between business and
academia
• Professional experience
• Investment in young talent
• Acquisition of technical and soft
skills
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Internships: types and stakeholders
Iren mainly favors the insertion and
the presence of graduate trainees from
Italian Universities, whose curricula are
consistent with the activities of the Group's business
Key stakeholders are
the Faculty of:
The internships
may be:
•
•
curricular
extracurricular
•
•
•
•
•
•
•
Engineering
Economy
Jurisprudence
Biology
Chemistry
Psychology
Science of the
Education
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Internship placements in the Group
2012 - 2013 and 2014 (at 1/9/2014)
80
79, i.e.
1,7% staff
70
65, i.e.
601,4% staff
60, i.e.
1,3% staff
50
40
30
20
10
0
2012
2013
2014
(1/1 – 1/9)
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The structures of the inclusion of trainees within the
Company Iren SpA
A partire dal 2010 ad oggi le principali strutture aziendali di
inserimento, all'interno della Capogruppo Iren spa, sono state:
30% of trainees received
within the Company
Iren Spa in the period
2012-2014 (September
1st) have obtained an
employment contract
Formazione
Affari Societari
Legale
Appalti
Finanza
Gestione del personale
Controllo di Gestione
Gestione Partecipate
Merger&Acquisition
Progetti Speciali
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The selection of trainees
Definition of
the professional
profile desired
Publication of
the research
and selection
announcement
Screening of
curricula
Group
interviews
and
assesment
Individual
interviews
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The entrance and the welcome of trainees
 Medical examination
 Mandatory training on safety
 Information / training on the specific risks associated with the job
 Adoption of measures for improvement and enhancement of the professional
profile through initiatives of training on the job, training, workshops,
simulations, etc..
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Goals for the future: the insertion procedure
Is in the process of defining a standardized procedure on all the territories of the Group
aimed to establish a uniform and unambiguous a single procedure of identification,
reception and entrance in the staff of the trainee - or new-added - within the Group.
This procedure has as its pillars:
• initiatives of knowledge to the Iren Group in terms of organization, company policy, territorial
features;
• guarantees of training and information on the issues
health and safety in the workplace;
• individual development plans through analysis sheets and
implementation of enhancing initiatives in terms of capacity / skills
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Actors and procedural steps
Actors
Procedural steps
Scientific Tutor
Company Tutor
Stakeholders within the
company (managers, staff
of the related structures,
etc.)
Stakeholders from outside
the company (customers,
representatives of
Organizations, etc.)
Step 1: definition of the
insertion project
Step 2: Welcome of the
newly inserted
Step 3:
coaching on the
job and ongoing
verification
Step 4:
evaluation
and project
closure
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Step 1: definition of the insertion project
1.
job description and analysis of the expected role;
2.
description of the purpose of insertion in terms of skills
and competencies expected at the end of the period of
insertion;
3.
definition of the insertion period, of the company tutor
and of the activities related to the job;
4.
input evaluation regarding the capacity and skills
possessed in relation to the tasks;
5.
analysis of training needs and possible areas of
improvement.
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Step 2: welcome of the newly inserted
1. Company's presentation in terms of the
historical, organic, structural organization
(key stakeholders and context)
2. safety training ex Decree 81 (general
training and specific risks)
3. meeting with the Personnel Administration
for delivery of badges, illustration
Company rules about hours, lunch break,
any absence due to illness or personal
reasons, reimbursement or scholarships,
etc..
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Step 3: coaching on the job and ongoing verification
1. organization of scheduled meetings,
programmed with the newly inserted
and analysis of the activities planned
2. verification of consistency and
punctuality. Possible integration of
project, analysis of critical issues,
areas for improvement, training
needs
3. using form for analysis and constant
monitoring
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Step 4: evaluation and project closure
1. analysis of the activities
2. evaluation of competences and
skills acquired
3. definition
of
any
sessions or support
training
4. possible definition of the
continuation of the collaboration
and of the "covenant" working
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A new instrument of dialogue and mutual knowledge
In order to facilitate contacts and relations between schooling, internships and the
corporate world is being realized «Work with us Iren», the new Iren website
that will allow to manage within a single
space:
the publication of advertisements of vacancies in
different sectors and branches of the Group together with
the related links of University sites;
applications received in response to advertisements;
CVs sent, and professional profiles offered and available;
opportunities for internships activated throughout the
year and in various professional fields;
information relating to the processes of selection and
identification of candidates considered most suitable.
In the interests of transparency and proximity, the new site
becomes an instrument of mutual knowledge and of
optimization of timing and mode of contact
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