Onboarding
The main integration and knowledge program of Edison Group.
Training
Continuous training ensures the company's competitiveness and the long-term employability of our people.
We believe in continuous training for our workforce empowerment: from management competencies to tech & digital skills, being them crucial to achieving business objectives and fostering innovation
At Edison, training is a world of opportunity
Young community
Our induction and development program tailored for recent graduates.
Technical and vocational training
Numerous internal and external training initiatives to boost our workforce skills and competencies. Patricularly noteworthy is our historical collaboration with Milan's POLIMI Graduate School of Management and the co-designed Corporate Master's in Energy Business.
Managerial training
Continuous management training both on a local and international level in collaboration with EDF Corporate University, to foster managerial competencies in line with our leadership model.
Market academy
Tailored training programs dedicated to resources working in the marketing and sales field.
Digital academy
To explore digital innovation through training sessions organized in collaboration with Talent Garden.
Training on security, health and well being
Preserving health and safety of our resources and protecting of the environment are core values in the way we operate.
High Technological Knowledge Program
Training and development program for young technical‑professional talent, with new skills for the energy supply chain and job opportunities in the area.
At Edison we invest in managerial, professional, technical training and we believe these are crucial factors for organisational growth and ability to drive Italy's energy transition as a committed and responsible energy provider.
We support internal growth by truly valuing our people's diverse inspirations and attitudes, based on criteria of fairness and meritocracy. Believing in diversity, equity and inclusion, equal growth opportunities are granted to all of our workforce.
In addition to people's training and growth, we also focus on:
We support internal growth by truly valuing our people's diverse inspirations and attitudes, based on criteria of fairness and meritocracy. Believing in diversity, equity and inclusion, equal growth opportunities are granted to all of our workforce.
In addition to people's training and growth, we also focus on:
- Internal mobility : to support skills and competencies development, we foster mobility among all of our branches and Group's subsidiaries;
- Performance management : our internal process of performance management is aimed at orienteering individual and group performance towards business objectives, at guiding our people's professional and pay growth in the medium term, as well as unleashing their full potential.
- Evaluation of our people's potential : The evaluation is conducted by professional external assessors, supported by senior internal managers from Edison and the HR department, to ensure the highest level of objectiveness and transparency.
Edison has designed two main career paths, both equally valuable to the company and offering the same economic value and development opportunities for individuals.
The Managerial Path and the Professional Path, recognizing that new formulas may emerge in the future.
Transparency, fairness, reasonable selectivity, and effective professional meritocracy are the foundations for ensuring that the career paths are perceived and recognized as valuable.
Both career paths are accompanied by financial growth and a competitive benefits package of equivalent value. Candidacies are proposed by Division Directors, evaluated by the Advisory People Development Committee, and approved by the Executive Committee. The HR department oversees the process and ensures adherence to criteria and methodology.
The Managerial Path and the Professional Path, recognizing that new formulas may emerge in the future.
Transparency, fairness, reasonable selectivity, and effective professional meritocracy are the foundations for ensuring that the career paths are perceived and recognized as valuable.
Both career paths are accompanied by financial growth and a competitive benefits package of equivalent value. Candidacies are proposed by Division Directors, evaluated by the Advisory People Development Committee, and approved by the Executive Committee. The HR department oversees the process and ensures adherence to criteria and methodology.