A key task in knowledge management for the Company is to involve a broad range of employees in this process, which makes it possible to increase the quantity and quality of the Company’s intellectual resources and enhance the effectiveness, scope of dissemination and application of valuable knowledge for Gazprom Neft.
‘Territory of Knowledge’ Corporate Conference
In 2016, Gazprom Neft conducted its first ‘Territory of Knowledge’ conference at which speakers included experts in knowledge management from a number of leading companies: Rosatom, Lukoil and Alfa-Bank. Different game formats were used at the conference such as quests, business simulations and workshops, among other things, which enabled participants to immerse themselves in the theme of knowledge management and see all the tools used in action. The conference was attended by more than 100 people.
The ‘Territory of Knowledge’ conference was interesting. I really liked the information about professional communities. I plan to create a community, and the workshops helped me to hone what I'm going to create in actuality. I fulfilled the practical goal I had set when participating in this event.Oleg Gorbunov Head of Gazprom Neft Corporate University’s Licensing and Subsoil Use Faculty
Development of the Knowledge Portal
The Company continues to develop the corporate Knowledge and Innovation Management System (KIMS). Its key resource is the Knowledge Portal, which integrates different tools and formats to store and exchange knowledge. The resource is used to inform employees about training and development opportunities, help them to plan training and promote an exchange of experience.
The Portal became accessible to subsidiaries and was integrated with HR systems over the course of 2016. As of the end of the year, the Portal had approximately 60,000 users, i.e. almost 100% of Gazprom Neft employees. Roughly 2,500 employees added information about their expertise to their profiles on the Portal, designating themselves as specialists and giving others the opportunity to contact them for professional help. Thus, one of the Portal’s key functions – forming a community of experts and social training – gained momentum over the reporting year.
Development of distance learning
The Company significantly expanded the scale of distance learning in the reporting year: the number of courses increased from 70 to 110 and the coverage expanded from 15,000 to 34,000 people. Approximately 15,000 employees systematically utilised distance training. To meet the growing demand for distance training, a programme was launched in 2016 to train internal developers of online courses with 40 experts undergoing training by the end of the year. Eight distance learning courses were created and launched through their efforts, and several more courses are under development.