The Gazprom Neft HR management policy seeks to meet the business and sustainable development goals taking into account the expectations of stakeholders (employees, shareholders, and trade unions).
Regulatory framework for Company-employee relations:
Constitution of the Russian Federation
Labour Code of the Russian Federation
Gazprom Neft Corporate Conduct Code
Agreement between Russian associations of unions, Russian associations of employers, and the Russian Government
Collective bargaining agreements
The Company has adopted an HR Management Strategy for the period until 2020. It supports the overall strategy of Gazprom Neft and aims to achieve the Company’s key goals by providing it with the required number of skilled and motivated employees in the present and the future. In order to meet the Company’s needs for skilled specialists in the regions where it operates, Gazprom Neft develops incentive and social support programmes for its staff, provides training and development for employees, and creates a talent pool.
Since 2016, Gazprom Neft has been implementing the ‘Rotation of production staff and process improvement’ initiative as part of which employees have the opportunity to develop in new areas at the Company. Gazprom Neft works with higher and specialized secondary educational institutions to create training programmes and specialized departments based on the Company’s needs, including to train specialists in rare professions (as part of the programmes ‘Development of offshore oil and gas fields’, ‘Geological fundamentals for modelling fields with hard-to-recover hydrocarbon reserves and the assessment of geological reserves’, and ‘Chemical reagents and hydraulic fracturing technologies’, among others).
Key areas of the HR Management Strategy:
systematic recruitment and rotation of staff
talent management, competency development, and training
development of an incentive system and culture of engagement
growth in productivity and organizational efficiency