Search and selection

in

EU14The search-and-selection process aims to ensure the Company the expertise it needs to achieve its objectives.

The people hired from the external labor market are mainly recent university and secondary-school graduates, in particular electrical engineers (and to a lesser extent ones in other fields) and technicians with diplomas from vocational schools, mostly in the field of electricity. These are young people, who are assigned roles as professionals, as well as technical and operating employees. They receive the basic training required through post-hiring processes that continue throughout their working life and acquire the specific knowledge and capabilities needed. To a lesser and very targeted extent, the Company also hires resources with experience regarding specific professional roles of the core business (for example, project and program managers, construction site managers, experts in authorization processes, expert environmental impact analysts, technical designers, etc.) or in business-support areas (mainly with an economic background).  

Over time, the generational turnover the Company is experiencing and its hiring policies entail a decrease in the average age and an increase in the education of the corporate population.

PERSONNEL COMPOSITION BY SCHOOLING
Percentage of employees out of the total of employees as of 31.12.2011
2011 2010 2009
Degree 21.6 19.2 18.0
High school diploma 46.6 46.5 45.6
Vocational school diploma 15.8 16.2 17.0
Elementary/middle school 16.0 18.2 19.4

The process of searching for and selecting personnel is managed by the Human Resource and Organization Department, which also handles relations with schools, universities, employment agencies, etc.

The most important channel for finding candidates is the Lavorare in Terna (“Working at Terna”) section of the Company’s website, where applicants can enter their CVs and automatically receive an e-mail of confirmation. The section has been enhanced with information on Terna’s policies regarding the management and development of human resources. To guide candidates, there are descriptions of the profiles and professional qualifications sought for in the Company’s different areas. For viewers of the section who would like further information, a dedicated e-mail address is available (hr@terna.it).

When particular profiles are sought for or are hard to find, the Company uses channels that are alternative to the website database: lists provided by schools and universities, job meetings, career days, employment agencies, newspaper announcements, and online sites. The methods and instruments used in the selection process are differentiated according to the profile (recent graduates, junior, middle/expert, senior) and to the number of resources sought for.

To select recent university and secondary-school graduates, the Company generally uses the assessment center (a series of tests aimed at ascertaining whether candidates possess the basic motivational and behavioral requirements) and one or more interviews aimed at assessing their technical and professional knowledge and capabilities. The assessment center and the first technical/professional interview are often carried out at the same time. Experts from the departments or units concerned participate in the selection process, together with HR specialists, and handle the technical/professional investigation in a methodological framework for which the Human Resources and Organisation Department is responsible.

For the selection of senior resources the Company uses a sequence of interviews that aim at establishing whether candidates totally match the profile wanted. The first interview is always handled by HR specialists to identify a short list of candidates who will then be invited for a technical/professional interview. The final interview is carried out by HR personnel and the Heads of the departments to which the resources will be assigned.

In line with the Company’s policy of transparency and fairness in its relations with stakeholders, at the end of the selection process Terna always informs all the participating candidates of the results, whether positive or negative.

Relations with schools, universities and centers of excellence

Terna is expanding its relations with the world of universities, post-graduate training, and institutional training in general to support the process of finding new resources and create a virtuous circle of exchange between the Company and the outside world.

The numerous kinds of cooperation provide for possibilities regarding dissertations, internships, traineeships, project work, scholarships and the exchange of know-how, with university lecturers participating in our courses and our experts in university or secondary-school courses, as well as guided tours of our plants.

The Lavorare in Terna section of the corporate website provides information on the procedures for implementing these initiatives, a list of the agreements already in effect with universities, and the job meetings and career days in which the Company participates.

In 2011, to the 25 agreements already existing with the main Italian universities and business schools (framework agreements with all faculties and master’s programs of a given university or agreements with individual departments/faculties), 2 were added and 3 others are being finalized.

There were a total of six master’s programs, promoted by universities, business schools or centers of excellence, that have received economic contribution in 2011 and that had the possibility of having students carry out project work.

During the year, Terna’s experts were also instructors for advanced university training courses (including Corso Smart Grids Politecnico di Bari), master’s programs promoted by leading national associations or corporate universities in the sector for a total of 12 projects; six visits to plants were also added for a total of over 170 visitors.

The Company hosted 38 interns, trainees, and students writing theses (34 in 2010, 12 in 2009). Some of these were subsequently admitted to the selection process and hired.

The Company participated in 14 career days (8 in 2010) in collaboration with the principal universities in the following cities: Bologna (February and October), Rome (March and May), Turin (March and May), Naples (April), Milan (May and December), Padua (June and October), Bari (October), Pisa (November).

Activities continued that are part of the FiGi (Engineering School and Large Enterprises) Project, the Memorandum of Understanding between the Engineering Faculty of the University of Rome “La Sapienza” and several large companies that operate in Rome. Terna participated actively in the teaching of the Electrical Engineering course by organizing 5 seminars, as well as guided tours of its plants, in which 41 students participated. Terna is also engaged in promoting and enhancing the Electrical Engineering course, whose enrollment has decreased in the last few years, with consequent problems in finding resources for all the companies concerned, especially in Rome.