The focus of the 2011 training plan, in connection with the company’s strategic objectives, was the development of business and innovation. Under this scope, the first important initiative was an event focussed on all managers and a selection of middle management. The training event, which obtained funding from Fondirigenti, took place as follows: two meetings with international experts in economic macro-scenarios and business evolution, a trip to two excellent companies in terms of innovation through a further meeting with an external witness and a guided tour. Conclusion is scheduled for 2012 with a workshop involving again two excellent external businesses in terms of innovation. Further initiatives included: a laboratory on innovation proposed, in a differentiated version, to a selection of middle managers and white-collar workers; an initiative focussed on problem-solving for the development of the organisational component “innovation and proactiveness”, aimed at a selection of professionals and white-collar employees.

The new initiatives come in addition to a wide range of training relating to the Education section, aimed at developing/consolidating managerial and personal competences (soft skills and organisational conduct) further refined with respect to the previous plan. More specifically, two different lines of action aim to support the alignment of resources on all levels, with the Terna organisational conduct expected in performance: review of some projects devoted to managers and middle management and new courses prepared for the target thus far less reached by this type of training (blue and white-collar workers). A great many initiatives follow a logical themed pattern, which, in a differentiated fashion, invests all target addressees. For example, excellence in performance is laid out from the basic level of working for objectives or communication, inter-functional integration and teamwork, involving blue and white-collar workers in initiatives that, moreover, in the case of plant maintenance lines, aim to make an indirect contribution to the culture of working in safety too. Similar operations concerned significant transversal matters such as economics, the method of project management.

In short, 2011 completes the optimisation of the offer in educational terms, which has progressively, over the three years (2009-2011) achieved the objective of substantially covering both the areas of intervention (Terna organisational conduct expected in performance) and addressees (to differing extents, all targets are involved: new employees and operative resources); additionally, almost all initiatives are assigned under the scope of the performance management process and/or in relation to managerial responsibilities of the development of collaborators.

More generally, the main driver of the overall training plan was the upgrading and consolidation of the “sharing of knowledge” model which characterises Campus, the logo under which all company training has been reunited since 2008. A great many activities were in fact carried out internally or partially by the Campus Faculty or Terna experts on business model or technical-professional matters relating to owned know-how or that which is distinctive to Terna. These include the basic modules and functional/specialised area of training courses, now fully up and operative, for new employees (graduate employees, high school graduate employees, blue-collar workers) and the routes for resources in service belonging to homogeneous professional families (e.g. real time shift workers) in addition to a great many training-related initiatives.

This section of training offer includes all initiatives aimed at the development of technical-professional, specialised and safety-related knowledge in addition to transversal skills (e.g. I&CT, languages) and again in 2011 saw, with the contribution of internal and external experts, the establishing of many initiatives in support of the necessary updates and alignment to technological and process innovations.

Moreover, starting from the sedimentation work of the know-how realised thus far by the Faculty Campus, during the last quarter of 2011, an offer of new courses on the training catalogue has been prepared, with single themes and of short duration, to be held in 2012. These are focussed on operative resources and have the aim of updating and/or developing/consolidating knowledge and technical-professional skills relating to the subsections under the scope of training: Operation & Maintenance, Development & Construction, Dispatching & Control.

In terms of safety, we should mention the completion of the update campaign on Devices for the Prevention of the Electrical Risk (DPRET) and, in relation to fulfilling the requirements under the Consolidated Law on Health and Safety at Work No. 81 (TU/81), the campaigns held for the training of fire-fighter workers, safe driving on soils not prepared for special vehicles. Additionally, towards the end of the year, a training event was held on safe site management, involving approximately 90 managers and workers during which an important specific and diffused training commitment on the matter was pre-announced for 2012.

Further important initiatives developed in 2011 included:

  • a training campaign for all employees, for the training in the use of the on-line system of presence detection and expense notes accessible for the stations equipped on IT islands distributed throughout the territory;
  • a route devoted to Management assistants and a pool of secretaries with the aim of updating and developing competences in a key role for management support;
  • a diffused training campaign on Information Security in order to promote a widespread sensitisation on the responsibility of each employee with regard to the security of company information and to bring conduct into line with that envisaged by the company’s policies and procedures on the matter.

In short, 97% of resources attended at least one course in 2011 (+1% on 2010), with more than 178,000 hours of training actually delivered (+4% on 2010).