Our People: a key asset

Our People: a key asset

To become part of the world of Eni is to join in a story marked by huge challenges and the success of projects which seemed impossible to most people. To work at Eni is to expand your knowledge, to fulfil it and, above all, to translate it into operations at the very forefront of the sector, with the support of a continuous training system. Working here means developing solutions to extremely complex problems, such as planning oil extraction at depths never before reached and in extreme climates, yet without damaging the environment. Working with us means making an impact in ambitious projects.


The central importance of individuals and their welfare, the development of their capabilities and skills, and the creation of a working environment that gives everyone the same opportunities on the basis of the common standards of merit and non-discrimination are all parts of Eni's culture - they represent the fundamental basis for the success of the company.

Strategic factors for reaching our business objectives include the development of our human resources, attention to generation change, and the protection and development of the skills needed to maintain our competitive capacities.

Training is a key element for the development of professional and managerial skills, so Eni has built an internal centre of excellence for training: Eni Corporate University.

Furthermore, part of our professional training takes place "on the job" with the support of managers, expert colleagues and knowledge management systems. About three years after being hired, graduates benefit from Eni's "development centre", which deepens knowledge by identifying potential. This is an important time for direction and career counselling, which helps our people reflect on their areas of strength and improvement, self-development programmes and possible growth pathways in line with their own aptitudes.

In order to help our people fully express their potential, Eni has set out the distinctive actions required by the company in a “model of excellence”. It is a combination of skills, behaviours and competencies required at different levels from people working at Eni. The excellence model is used in assessment, feedback, training and development processes for staff:

Knowledge and know-how
is the part of the model which represents skills, development and the sharing of know-how, as well as the capacities to put these into practice in order to reach objectives.

Courage to change
refers, on the one hand, to strategic vision, awareness of markets and change and, on the other, to courage in decision-making, planning and completing new initiatives while assuming risk in a responsible way.

is the ability to involve, integrate and work alongside colleagues - a fundamental skill at all organisational levels. It also involves people leadership, the capacity to manage and get the best from those working with you, and creating environments of reciprocal trust.

refers to motivation, engagement and positive outlook, as well as energy, dynamism, tenacity and stamina, particularly in difficult and stressful situations.

Setting an example
means, on the one hand, a responsible attitude regarding results and resources, conformity of actions and transparency of operations, and on the other, the level of credibility gained both within the business and externally.

Eni's system of compensation & benefits aims to contribute to the realisation of the company's corporate mission, values and strategies by:

i) promoting action and behaviour in line with the company's culture and respect for the principles of pluralism, equal opportunities, the valorisation of knowledge and the professionalism of individuals, fairness and non-discrimination; ii) recognition of responsibilities attributed, results achieved and the quality of professional skills, taking account of the relevant market and remuneration parameters.

Eni's compensation & benefits policy is defined in an integrated manner and at worldwide level, in line with local parameters for comparable roles, in the context of corporate panels comparable with Eni and specific remuneration benchmarks. 

Within the context of the adopted policy, the variable component has particular relevance as it is linked to results achieved through a system of incentives related to the attainment of business, operational and individual objectives, defined with regard to the long-term sustainability of the results.

Moreover, with a view to encouraging international mobility, a critical factor for the development of Eni's business, specific policies have been defined, in line with those other sector as a whole, to adequately compensate the upheaval involved in transfers and secondments in relation to specific destinations.

Such criteria are also applied to recent graduates, for whom specific compensation & benefits policies have been defined aimed at encouraging and supporting a results-oriented approach, recognizing professional development and facilitating retention. 

Remuneration packages are completed by a series of benefits, in line with relevant market practice and consistent with local rules, aimed at enhancing the overall package, with particular emphasis on pension rights, insurance and welfare.

Last updated on 24/03/20