Training initiatives

For eni, the updating of knowledge through training and the consequent capitalisation of strategic knowledge are related to the ongoing verification of the company’s needs and provide the necessary professional support to ensure the adequacy of the company’s human resources.

In particular, the focus areas of training are as follows:

  • professional development: close attention is paid to the development of industry-specific knowledge through the definition of professional models that are based on the mapping of existing know-how in the various professional fields and supporting the definition of precise training plans, such as those aimed at the training of strategic professionals (e.g. in the Drilling Completion, Production, Geoscience, Reservoir areas; and specialised courses in sustainability issues) and groups of individuals in development of particular interest, also in collaboration with prestigious universities and business schools. An example of this is the “eni programme for management development”, produced in partnership with SDA Bocconi, which, involving 14 months of work and study, allows our young managers to develop their general management skills. It is an initiative that provides both the methodologies and tools to acquire an integrated vision of the company, the interpretation and management of new development paradigms for business, markets and customers, the interpretation of the economic-financial dynamics that govern companies and the effective management of staff. The course involves about 30 people a year, both Italian and foreign.
  • external projects: training is a lever for the development of the knowledge necessary for the implementation of new business initiatives (e.g. in Iraq, Algeria, Congo, Angola, Cyprus, Gabon, Nigeria, Mozambique) as required, in particular, by exploration & production and engineering & construction. This area also includes all the training activities in support of the process of internationalization (roles in the control of external communications abroad, managing security and human rights and basic security abroad);
  • compliance: more than 20% of training investments are devoted to initiatives in support of ensuring the compliance of eni activities with corporate values ​​and culture, regulations, procedures and codes of conduct (sustainability and business ethics, security & human rights, the code of conduct, antitrust legislation, privacy and anti-corruption), provided mainly though workshops and the intensive use of distance-learning. This area also accounts for the “Integrity culture” initiative, described below.
  • HSE issues: the industrial tradition of eni is characterised by a constant attention to safety issues. The aim of training in this area is to spread the values and culture of safety, a knowledge of current regulations, the application of appropriate action and tools to not only reduce, but eliminate accidents and accidental events. The ultimate goal is “zero accidents and injuries”, not only for the company’s employees, but also for all contractor workers. Eni’s training efforts to support safety are confirmation of the company’s attention to the issue and account for approximately 50% of the total number of training hours. The results of these efforts, also in training, have been very significant with a reduction in the number of accidents of more than five times in just eight years.