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Training and development

2017 Results

+1.9mln

Training man-hours (employees and subcontractors)

~10,000

Employee performance evaluations.
SDGs
2018 Objectives
Support the generational change.
Launch and continue to implement training and development programmes.
Human capital and its development are key elements for ensuring lasting competitive success

We believe that the secret to our success lies in our people: skills and know-how are the key assets and as such are duly monitored and developed through continuous analysis and the definition of a specially-focused investment plan. We offer a reliable work environment that guarantees equal opportunities for all on the basis of merit and without discrimination. People development represents a key lever in the our business strategy: learning programmes ensure the development of professional know-how and behavioural competences.

LEADERSHIP MODEL AND SKILL MANAGEMENT

The Leadership Model, inspired by six principles – People, Integrity, Vision, Decision-making, Knowledge, Communication – identifies the behavioural skills and the aspects that make up leadership in Saipem. The Leadership Model is the basis of all human resources management processes for: evaluating leadership potential, defining ideal manager profiles, training, and promoting and encouraging ethical managerial behaviours.

ATTENTION TO KNOW HOW

Our commitment to the growth of our people is also represented by the attention focused on identifying assessing and developing the skills considered critical for the business. Some examples include: the K-map campaign, launched in 2014, to monitor, assess and trace the critical skills that Saipem people have gained in significant contexts and projects.

~ 14,700 resources mapped for the K-map campaign

Succession planning is a strategic process that allows the identification and development of talent in the medium to long term and minimises the risk of losing key skills.

29 key positions analysed for succession planning and 112 succession planning identified.

Furthermore, we base the Group’s remuneration policies on the principles of equity, merit and local approach and hence defines its policies in full keeping with the results of the performance and skills assessment.

NURTURING KNOW HOW: INTEGRATING THE WORLD OF WORK AND THE EDUCATION SYSTEM

We have worked, through the Programma Sinergia, with three Italian technical institutes to develop curricular and extra-curricular training courses and summer camps for in-depth study. We also have a continuous recruitment process in place offering company internships to young undergraduates and new graduates, especially in technical and economics fields.

A VISION FOR THE FUTURE: STRATEGIC PARTNERSHIPS IN SAUDI ARABIA

The Hands-on-Training Programme is a safety and knowledge induction for Saudi Safety officers at our drilling base in Saudi Arabia, aimed at ensuring and maintaining an environment that benefits all whilst mitigating risks as much as possible. A second project is the Saudi Arabian Drilling Academy programme, an 18-month programme for local talent that provides practical and academic schooling.

TALENTISSIMO, AN INNOVATIVE WAY OF TRAINING

Since 2015, the Talentissimo programme in Angola has aimed to develop students’ technical competences and employability, by closing the gap between university and industrial standards and increasing Saipem’s talent attraction. In 2017, 8 students from two local universities participated in a 3-month internship programme to work on structural and subsea structure design under the guidance of Saipem engineers.

+ 170 students have participated in the programme since its launch.

PEOPLE

Health
and well-being

A reinforced commitment to spreading a positive health culture and increasing awareness at all Saipem worksites.