The average for Hera workforce numbers in 2005 was 6,293 (95.5% hired on an indefinite basis).
The workforce is Hera's major strength. It is the essential resource for the success and quality of a large
company such as ours.
Hera, with its commitment to efficient use of staff and promoting the professional qualities of its workforce, focuses on training as a means of ensuring constant growth of individual skills and know-how, and a sense of belongingness. With these aims in mind, the group conducted its first internal climate survey in 2005, with involvement of the entire staff. The survey took the form of an anonymous questionnaire to which 48% of the workforce responded.
WE SAID WE WOULD...
- Continue our work of harmonising accessory pay and salary conditions (indemnities and other provisions determined by collective bargaining within the company)
- Finish the training courses which were not completed in 2004 with a target of 119,400 training hours and 1.1 million euro
- Provide adequate Sales Division staff training based on the principles of the (AEEG - gas) Codice di Comportamento Commerciale (code of commercial conduct) and of the corporate Code of Ethics
- Improve and upgrade instruments implemented following periodic monitoring activities (new community spaces, implementation of the web portal with new services) on the basis of the questionnaire involving a sample of 600 employees.
- Activate internal communication channels to create space for ideas, queries and criticism from the entire workforce
- Increase the number of stage courses and collaboration actions with universities, compared to 2004
WE HAVE...
- Completed collective bargaining in March 2006 with stipulation of a supplementary collective group labour agreement in March 2006 (see par. 4.8)
- Finished the courses started up in 2004. The balance for 2005 was below the target value of 14% (hours) and 9% (costs) (see par. 4.5)
- Planned these activities for 2006
- Upgraded existing internal information instruments (see par. 4.9)
- Conducted our first internal climate survey, to be followed by specific improvement actions. (see par. 2.2)
- Raised the number of stage courses over the last year from 53 to 120 (see par 4.6).
WE SHALL
- Implement upgrading initiatives selected on the basis of the results of the internal climate survey (see par. 2.2.1)
- Proceed with our Progetto Laureati (recruitment project for 25 new graduates in 2006) and plan the project for 2007-09
- Start up the procedure to obtain OHSAS 18001 safety certification in 2007
- Implement the professional system of the Hera Group for the planning of training and individual career advancement actions
- Provide more than 130,000 training hours, and focus training actions on staff with direct contacts with our customer base (branch and call center operators )
- Foster involvement of the workforce in the project for review and revision of values and mission
- Start up Hera's first creche at the Cesena branch and finish the feasibility study in the other areas
- Achieve involvement of 50% of managers in the Balanced Scorecard for 2006 and 100% of managers in 2007