| Guaranteeing the safety of all Eni human resources and of local communities |
 |
Reduction of employee injury severity (-22.7%) and frequency (-25.3%) due to
the excellent performance within the G&P sector (-29.1%) and the Petrochemical
sector (-31.2%) |
 |
Reduction of road accidents from 94 in 2007 to 34 in 2008 |
 |
OHSAS 18001 certification of 11 out of 16 Polimeri plants, of 40% of foreign subsidiares in the E&P sector, of 4 operational companies and of the E&C Onshore Business Unit |
 |
Within the E&C Leadership in safety Program, over 180 workshops were carried out for about 3000 employees |
|
 |
Completion of an OHSAS 18001 certification plan for all Diviions, Polimeri Europa, EniPower, Eniservizi and Syndial |
 |
Continuation of the “Asset Integrity”, “Process Safety” and “Leadership in Safety” projects within the E&P, R&M and E&C sectors in order to assess and minimize risks and achieve a further reduction in injury rates |
|
| Guaranteeing and promoting the health of all Eni human resources |
 |
In all countries in which the E&P sector operates, the healthcare management development program has been started. |
 |
Healthcare protocol for cardiac monitoring carried out in remote areas and in extreme work conditions, launch of cardiovascular monitoring campaign in the E&C sector |
 |
Achievement of regular activities on the website "Healthcare promotion” |
|
 |
Promotion of know-how and best practices in relation to healthcare |
 |
Definition of reference standards for workplace medicine and industrial hygiene for risk assessment and control. Extension of the healthcare management system to E&P foreign subsidiaries completed. |
|
| Create a corporate culture of collaboration and participation in the company’s objectives, also through the improvement of organizational welfare |
 |
Corporate culture analysis response plan:
- Definition of a number of initiatives supporting leadership
- Increase of internal communication initiatives
- Development of initiatives envisaged by the Welfare Project
- Approval of a support plan for parents |
|
 |
Continuation of programs following the corporate climate analysis: |
 |
Development and training of leadership skills |
 |
Internal communication initiatives |
 |
Continuation of action plan for human resources welfare (Eni nursery, time & money saving and mobility management initiatives, parenting support) |
|
| Attract, manage and motivate human resources at the national and international level by implementing consistent professional growth paths and developing the potential of company staff while valuing their diversity |
 |
Extension of the Knowledge owner Project |
 |
Realization of the Youth Project |
 |
Launch of the Global Grading System and of Total Reward Package |
 |
Extension and integration at the international level of tools for the assessment, management and development of human resources and launch of programs promoting the integration of individuals working in Italy and abroad |
 |
Definition and utilization of international recruitment tools as well as of recruiting hubs and training aimed at hiring staff in the countries of operations |
|
 |
Consolidation and extension: |
 |
of the knowledge management tools to other business areas |
 |
of the Global Grading System and Total Reward Package Projects |
 |
Development of the activities of the Youth Observatory and investment for youth turn over and training |
 |
Continuation of initiatives for human resources internationalization |
 |
Continuation of the recruiting, training and developing plan for human resources in the countries of operation |
|