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

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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

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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:

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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

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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

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Synthetic data- 2013

Increasing data in the training provided: about 95.200 man/hours (+ 14% compared to the year 2012)

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The training plan for the Group

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The recipients of the training

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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

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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

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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)

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(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

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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

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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...

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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

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Actors and procedural steps

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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.

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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..

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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

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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

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A new instrument of dialogue and mutual knowledge

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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