People Strategy

The EVP put simply

The ‘Employee Value Proposition’ can be defined as a tacit contract that regulates the relation between the Company and its employees. It sets out what Saipem can offer and what it expects in exchange. Among the characteristics needed in order to grasp the opportunities that arise for personal growth and career advancement, the first is a passion for the industry in which the Company operates. We can add to this the fact that Saipem is present on all 5 continents, operates in 71 countries and has employees from 126 different nations. An openness to other cultures and to mobility will therefore make it much easier to grasp opportunities for development. Saipem guarantees its employees the possibility of gaining experience in a company that is on the cutting edge of technology and is a leader in its sector. Our development model has the employee as a central actor and rewards proactiveness. Each one of us should be able to be a key player in their own career development and hence be capable of evaluating their own weaknesses before asking to take part in a training course or putting themselves forward for in-house vacancies.

Monica Toffanin, Head of Recruitment, Development, Training and Organisation at Saipem SA

workforce distribution

The EVP is the overall work experience promised by Saipem to current and potential employees in exchange for their performance and participation in the Company’s project through the planning of further opportunities for sharing with Top Management and with employees of the Company’s HR departments overseas. Sites have also been set up to enable the construction of multimedia tools for the distribution and communication of the EVP and the integrated model of personal development used by Saipem. These tools are designed for an audience both inside and outside the company.

Empowering local personnel…

I am part of the Katyavala Training Centre staff of the Saipem Drilling Business Unit in Angola. I am fully aware of Saipem’s ongoing efforts to create and implement training initiatives to empower its local personnel with the technical knowledge and skills required to develop their competencies in a variety of domains, from administration to technical and managerial levels. And this is what the Centre does.

… in a multinational environment
Belonging to an international and multicultural company, I have a chance to meet people of different cultures and professional backgrounds. By interacting with them, I can develop competencies and professional skills which I would not be able to enhance outside such an environment. In short, being part of a multicultural company allows you to leverage individual experiences and share best practices acquired from previous jobs in the industry.

Ernesto Nuno, Deputy Manager, Katyavala Training Centre, Saipem, Angola

Developing local competencies


I started work in Ersai as a pipe fitter in 2008, then moved to the Quality department as a technical clerk. In May 2013, I was invited to take part in Non-Destructive Testing (NDT) training. Criteria for the selection of candidates were good performance, Kuryk residency and several years of work in Ersai. I was successfully enrolled onto this programme and went with two of my colleagues to Karaganda for NDT training. We were instructed on different NDT methods and I passed the exam. After arrival back from training, we started to work as NDT technicians in the Ersai NDT laboratory. I like my job and my supervisor continues to give me a lot of training. I would like to thank the Ersai management for giving me this opportunity to improve my qualifications.


Nazarov Yerkin
, NDT technician, ER SAI Caspian Contractor Llc

Skills and the road to excellence


Over the years, Saipem has changed its approach towards its employees. In the past, the development of technical skills was based solely on ‘on-the-job training’, whereas now it is supported by excellent training courses in the classroom. Furthermore, Saipem has given me the opportunity to work on a wide variety of projects, thus diversifying my technical
knowledge.

Cinzia Bassi,  Civil Engineering Organisational Contact , Executive Projects, Saipem SpA.

2.6 mln

TRAINING HOURS WERE DELIVERED
TO EMPLOYEES AND SUBCONTRACTORS

22,411

EMPLOYEES ARE COVERED
BY PERFORMANCE EVALUATION TOOLS

12%

OF SENIOR AND MIDDLE MANAGERS
ARE WOMEN

3,118

NUMBER OF SKILL MAPPING
EVALUATIONS PERFORMED

A challenging working environment

After joining Saipem in May 2010, I felt immediately supported by a culture that values workplace diversity, where teams work together across geographies and business-lines to deliver state of the art projects. I was proud to be part of a monster organisation that bids from Chennai, designs from Milan, procures from Shanghai and finally builds in Algeria! I am part of the HSE and Sustainability team, I have proudly contributed to the good execution of Saipem Projects in Algeria, the implementation of the HSE Management System in Sharjah (UAE) and I am now part of a challenging engineering project team in Milan. My luck was to answer to visionary managers that quickly recognised my potential and invested substantially in my personal development to help me face this challenge called globalisation. I’ve attended a wide range of technical and non-technical training at different locations around the world, developing a fantastic network that keeps me passionate about my job, every day a little bit more. Thanks to the career path drawn by my managers, I feel challenged every day, which is the best indicator of growth.

Nassim Beneddine, Project HSE Engineer, Saipem Contracting Algérie SpA

‘QHSE MASTER’ COURSE IN ORAN (ALGERIA)

Designed by Saipem in conjunction with lecturers from the University of Sciences and Technology of Oran (USTO) and with the close collaboration and involvement of Eni Corporate University (ECU), the ‘QHSE Master’ course provided a basic theoretical and practical background on the new global Quality Management and HSE procedures as well as an understanding of their application in the Oil&Gas industry. The programme received approval from the Algerian Ministry of Higher Education in 2011. The main areas of teaching were:

  • Introduction to the Oil&Gas industry: understanding activities, projects and the sector in general.
  • Safety at Work and in Operations: learning how to work in a safe environment and the standards and procedures to apply.
  • Viability and Maintenance: permanent control over machines, turbines, pipes and all materials deemed crucial for the success of a project.
  • Quality and Innovation: the importance of quality control in operations and the search for alternative and innovative actions and tools to guarantee the Company’s competitiveness.
  • Environment Management: being able to identify potential impacts on the environment and set up procedures and actions to eliminate or minimise them.
  • Project Management: essential for each young graduate willing to work in the Oil&Gas industry.
  • Multicultural Diversity & Team Building: considering that Saipem employees people from 126 different nationalities, all employees must be receptive to the culture of others.
  • English: reinforcing knowledge of the language most widely spoken in Saipem and required for different nationals to communicate.

Students also undertook work experience on a Saipem project to enhance their practical knowledge of HSE. The final internship dissertation (February-July 2013) was prepared either on technical issues encountered on site or on more theoretical matters, such as implementation of an HSE plan on a multicultural project. The first ‘QHSE Master’ course was completed in 2013 with 19 students graduating, 3 of whom were hired on the Saipem GNL3Z site in August 2013 for an initial 6 month contract.
The contracts of 2 of these students were subsequently extended for a further 5 months in recognition of their good performance. The ‘QHSE Master’ course showed once again the importance Saipem ascribes to Local Content and to the proactive sharing of its experience with populations living in the vicinity of operating sites. For its part, the local university could offer its students an international perspective as well as recognised practices in Project Management and QHSE. Finally, the students gained a lot of knowledge and experience which will be a truly great advantage for them when they go onto the labour marked in search of job opportunities in the QHSE field.

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