View
217
Download
0
Category
Tags:
Preview:
Citation preview
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 MilanoTraining Manager– Iren Spa
1
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
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
2
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 is structured as an industrial holding which manages the strategic, development and coordination
activities of five companies responsible for the individual lines of business:
3
IREN Acqua Gas in the integrated water cycle sector;
IREN Energia in the electricity and heat energy production sector and the technological services sector;
IREN Mercato as regards the sale of electricity, gas and district heating;
IREN Emilia in the gas, waste collection and environmental health sectors and in the management of local services;
IREN Ambiente in the design and management of waste treatment and disposal plants and in the renewable energies sector.
Iren - Values
4
Efficiency of services
Quality of supply and
procurement
Environment protection and rational use of
energyCustomer
satisfaction
Health and Safety
Continuous improvement
Respect and enhancement
of peopleInnovation and change
Sustainable development
Responsibility and cooperation
with the community
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
5
Synthetic data- 2013
Increasing data in the training provided: about 95.200 man/hours (+ 14% compared to the year 2012)
6
The training plan for the Group
7
The recipients of the training
8
life
long learn
ing
Internships in Iren Group
Benefits for Iren:
• Constructive dialogue between business and academia
• Investment in young talent
Iren has always considered an added value the opportunity to learn and put temporarily in its organic potential new resources
Benefits for trainees:
• Professional experience
• Acquisition of technical and soft skills
9
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
10
The internships may be: • curricular• extracurricular
The internships may be: • curricular• extracurricular
Key stakeholders are the Faculty of:
• EngineeringEngineering• EconomyEconomy• Jurisprudence Jurisprudence • BiologyBiology• Chemistry Chemistry • Psychology Psychology • Science of the EducationScience of the Education
Key stakeholders are the Faculty of:
• EngineeringEngineering• EconomyEconomy• Jurisprudence Jurisprudence • BiologyBiology• Chemistry Chemistry • Psychology Psychology • Science of the EducationScience of the Education
Internship placements in the Group 2012 - 2013 and 2014 (at 1/9/2014)
11
(1/1 – 1/9)
65, i.e.1,4% staff
79, i.e.1,7% staff
60, i.e.1,3% staff
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:
Formazione
Affari Societari
Legale
Appalti
Finanza
Gestione del personale
Controllo di Gestione
Gestione Partecipate
Merger&Acquisition
Progetti Speciali
12
30% of trainees received within the
Company Iren Spa in the period 2012-2014
(September 1st) have obtained an
employment contract
30% of trainees received within the
Company Iren Spa in the period 2012-2014
(September 1st) have obtained an
employment contract
The selection of trainees
13
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...
14
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
15
Actors and procedural steps
16
Actors Procedural steps
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.
17
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..
18
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
19
Step 4: evaluation and project closure
1. analysis of the activities
2. evaluation of competences and skills acquired
3. definition of any training sessions or support
4. possible definition of the continuation of the collaboration and of the "covenant" working
20
A new instrument of dialogue and mutual knowledge
21
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
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
Recommended