Resource development

Resource development activities carried out in 2011 were organised into two important sectors: performance management and professional development.
The Global Performance System, introduced in 2009, in 2011 saw the second complete closure of an assessment cycle, broken-down into: a) assignment of objectives, b) assessment of performance and Terna organisational conduct, c) feedback by managers. In 2011, a new performance management cycle began with the assignment and communication of new objectives. In order to include new population targets, the number of participants involved in the process was gradually increased, now amounting to approximately 770 (+10% on last year).
With regard to professional development, in 2011, with the support of an external executive search company, an assessment process was completed with the inclusion of the Dispatching and Operations Management, with the aim of training the resources in view of the generational takeover that will involve Terna in the years to come.