From onboarding to internal career paths
Eni has a programme for new hires to get to know the company, its strategies, goals and people right from the start to grow professionally.
Step one: onboarding
The start of your work in the company is an important stage of your professional life. You will get to know more and more about Eni's organisational mindset and values and develop knowledge, skills and relationships. It is important to understand from the outset what is expected of you, the duties you will have and to get to know the people you will report to (your manager, tutor, internal stakeholders), who will help you during the initial orientation period.
In addition to the company contact persons (Manager/Tutor) who will accompany you on this path and who will advise you on the different professional experiences and relations with colleagues, you can choose your buddy: a colleague who can further facilitate your initial induction phase.
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How the process is structured
A map to find your way around.
- Mission
- Health, safety and environment
- Code of Ethics and Model 231
- Organisation and rules
- Our history
- Strategy
- Energy transition
- Geopolitics
- CCNL (national labour contract)
- Administrative tools
- Guide to secondment
- Working tools
- Company information protection
- Standards and templates
- MyGlossary
- Onboarding
- Human Focus
- Training and knowledge
- New remote work
- Welfare
- Diversity & Inclusion
A complete career path
We care about the personal growth, well-being and professional satisfaction of our people.
Many sectors, many career opportunities
Given the nature of our business, we offer career paths in many areas. The various possibilities are organised according to a model based on three categories: Professional area, Professional family, Professional role.
Degrees in technical-scientific fields, e.g. engineering, computer science, geology and economics, as well as an industrial expert diploma, are the most sought-after qualifications.
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Professional Models, Roles and Competences
The Professional Model is the representation, at the level of the Professional Area, of the Professional Families and the roles that characterise the specific know-how of the area.
In summary:
- Professional Area: a group of professional families operating on the same macro-process based on significant similarities in know-how and professional references
- Professional Family: a set of roles operating on similar processes
- Role: a "job" characterised by a set of related technical and professional skills, which contribute to the achievement of similar business goals
- Competences: the way in which know-how is expressed; competences can be specific, transversal and behavioural, distinctive and essential for the performance of each role.
In detail, we have defined three types of competences.
The three types of competences
- Specific: technical-professional knowledge required to oversee the processes characteristic of the professional area, including role-specific skills and skills common to the roles of the area
- Transversal: generic knowledge that may be common to several areas
- Behavioural: competencies that follow Eni's Human Focus Model.
Eni's list of technical and professional skills currently includes over 2,100 entries, which are constantly being checked and updated. In recent years, in particular, in support of Eni's energy transition strategy, which is based on environmental sustainability, energy security and accessibility of energy sources, and which therefore requires diversification of energy sources and technology, Eni has been pushing to develop more and more green and digital skills.
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The Professional Model is the tool we use to accurately and officially represent the specialised know-how of the Professional Area.
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Each Professional Area model has its own career paths, all of which involve a gradual acquisition of increasingly complex abilities. This way, all of our people have the opportunity to hone their professional skills over time, increasing their technical know-how and soft skills. Training, job rotation and a range of development tools support each of us on our progress towards technical and professional and/or managerial roles.
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We value the growth and development of our people because we believe it is the right way to contribute innovation and enrich their skills.
This is the aim behind Jobs4You, a platform dedicated to internal mobility that allows Eni people to actively take part in changing their career path within the company.
In addition to the traditional tools used by Eni, such as internal Job Posting, which allows our people to apply for open positions, we have added Open Application, a new instrument that makes it possible to show your interest in mobility by telling us about your experience, skills, goals and career ambitions.
Continue reading
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The Professional Model is the tool we use to accurately and officially represent the specialised know-how of the Professional Area.
Continue reading
Reduce
Each Professional Area model has its own career paths, all of which involve a gradual acquisition of increasingly complex abilities. This way, all of our people have the opportunity to hone their professional skills over time, increasing their technical know-how and soft skills. Training, job rotation and a range of development tools support each of us on our progress towards technical and professional and/or managerial roles.
Continue reading
Reduce
We value the growth and development of our people because we believe it is the right way to contribute innovation and enrich their skills.
This is the aim behind Jobs4You, a platform dedicated to internal mobility that allows Eni people to actively take part in changing their career path within the company.
In addition to the traditional tools used by Eni, such as internal Job Posting, which allows our people to apply for open positions, we have added Open Application, a new instrument that makes it possible to show your interest in mobility by telling us about your experience, skills, goals and career ambitions.
Continue reading
Reduce
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