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Objectives and performance

Objectives and performance
What we said we would do...What we have done...
Carry out the fourth internal climate survey in 2011, aiming to reach a workforce participation level of 57% and a satisfaction index of 60.The fourth internal climate survey had a participation level of 63% and a satisfaction index of 64. 22 corporate climate improvement actions were defined.
Provide 143,000 hours of training in 2011, equal to 23 hours per capita.In 2011, 175,092 hours of training took place, which corresponds to approximately 28.1 hours per capita
Implement the “Work Force Management” information system in all TOSs, with a view to increasing network service efficiency, effectiveness and quality.The “Work Force Management” information system was extended to all TOSs in May 2011, thereby overcoming the fragmentation of IT tools used previously.
Launch the “A year for safety” project in 2011, in order to raise awareness amongst all employees regarding a culture of health and safety.“A year for safety” was launched in May 2011: 16 sub-projects began, and seven have already been successfully completed.
Obtain the OHSAS 18001 certification for Herambiente and Uniflotte in 2011.Herambiente and Uniflotte obtained the OHSAS 18001 certification in December 2011.
Begin a project in 2011 to obtain the SA 8000 certification.The projects plans were approved by senior management in November 2011. Operating activities began in February 2012.
Define and launch additional initiatives aimed at promoting a culture of equal opportunities and the development of disabled employees.The Hera Group Diversity Manager was named in March 2011. Various initiatives were launched, including the opening of the fourth crčche available for the children of employees. Ten individual projects for the development of disabled employees were launched in 2011.
Support all Group managers and middle managers in managing the change introduced by the leadership model. In 2011, 5,700 hours of informational sessions and topic-based seminars were provided for all managers and middle managers.
Define improvement actions based on the survey on the perceived quality of internal services and monitor their implementation.On the basis of the results of the survey carried out in March 2011, 13 improvement actions were identified, 9 were carried out in 2011 and 4 are in progress and should be completed by the end of the first half of 2012.
We shall...
  • Carry out the 22 improvement actions aimed at the internal climate that were defined as a result of the Climate study 2011 and which aim to maintain a satisfaction index of 64 in 2013.
  • Provide 143,000 hours of training in 2012, equal to 23 hours per capita.
  • In 2012-2013, define and launch training and development initiatives for 94 young resources included in the second edition of the “Development of Potential” project.
  • Leadership model: set up and carry out a new activity plan in 2012.
  • In 2012, involve the entire staff in the training initiative, “Safety is not a game”, in order to raise awareness amongst all employees regarding a culture of health and safety within and outside of the workplace.
  • Complete 9 sub-projects for the “A year for safety” initiative within the end of 2012.
  • Define and launch additional initiatives aimed at promoting equal opportunities, the development of disabled employees and work-life balance.
  • Define in 2012 an action plan aimed at optimising generational differences.
  • “Work Force Management” information system: extend the mobile function to all TOSs and implement the reporting system during 2012.
  • Obtain the SA 8000 certification for Hera S.p.A. in 2012.
  • Plan and carry out in 2013 a training initiative for all employees on the Code of Ethics and the Sustainability report.