Eni has always been committed to involving our employees and partners in our business strategies.
We create sustainable value by encouraging the professional development of our people.
This is the founding principle of the “Our People” Policy, to which Eni has always been inspired as a means to creating sustainable value over time through the recognition and professional development of the people working for the company. To this end, the Group has adopted innovative tools for assessing employee engagement and professional development, also through overseas experience, and developing educational and training paths in tune with the company’s activities.
|Employees subject to performance assessment (senior and middle managers, and young graduates)||57||61||74|
|(of which managers)||97||99||100|
|Employees subject to annual assessment (senior and middle managers, and young graduates)||89||90||93|
|(of which managers)||89||90||93|
There is a growing overall coverage (+13% compared with 2015) on senior and middle management, and young graduates, confirming the gradual process of extending the use of performance evaluation. The target population (i.e. senior and middle management, and young graduates) is now fully covered at the senior manager level, while for middle managers and young graduates coverage is currently 72% and 70% respectively, with significant increases especially in abroad (+12%).The annual review
Compared with 2015, the mapping of senior management is almost complete in terms of the annual review with an increase of +3% of the target population (senior and middle management, and young graduates). In addition, there is a strong growth trend especially in the young graduates target, with a specific reference to those with a length of service of 3-7 years: +12% world-wide, +16% only abroad, underlining the increasingly intense use of such tools and processes at the international level.Assessing potential
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