Professional skills development
Technological leadership in the industry requires constant growth in the competency of personnel. The professional development of the Company’s employees is based on the continuous improvement of their professional skills. Gazprom Neft regularly conducts diagnostics and subsequently plans development programmes in an effort to identify the need for training.
Development of a Professional Growth Centre
Gazprom Neft has operated a Professional Growth Centre (PGC) within the Upstream Division since 2015, a platform for the replication of knowledge and technological development of production functions. The Centre’s courses are based on case studies from production practice and focus on achieving the Company’s strategic goals. More than 75% of the Centre’s internal training programme portfolio is approved as intangible assets belonging to the Company.
At present, a draft process and document forms have been developed to create training courses resulting from the Division’s intellectual activities. Most of the Professional Growth Centre’s internal training courses have been registered as the Company’s intangible assets. The generation of future economic benefits from using the internal courses as intangible assets aims to ensure a net cash inflow, including increasing income or cost savings.Natalya Kayzer Head of the Personnel and Organisational Development Office within the Gazprom Neft Upstream Division
Teaching at the PGC is handled by 130 internal coaches, including 18 PhD candidates and four PhDs. The PGC trained 2,547 people in 2016, an increase of 14% compared with 2015.
A modern, large, effective company cannot exist without a model for continuously developing the skills of its employees. This is an extremely important part of the corporate culture and the key to the Company’s successful operations in the future and achieving the strategic goals of business. With the opening of a new site, the Professional Growth Centre has gained a new impetus for development and Gazprom Neft has ensured the transfer of knowledge within the Company and continuous growth in the professionalism of its employees.Vadim Yakovlev Gazprom Neft First Deputy CEO
Development and improvement of professional skills models
The Company continued to establish and improve professional skills models in 2016. New skills models were developed and introduced in ‘Economics and Investment’, ‘Industrial and Occupational Safety’ and ‘Information Technologies, Automation and Telecommunications’, and the professional skills model in ‘HR Management’ was updated. Position profiles, menus of developmental actions and career maps were established based on a number of models.
The Downstream Division developed models of professional clusters, i.e. groups of positions that are united by their involvement in similar processes and require similar skills. A structure, passport, professional skills model, position profile, career maps, evaluation tests and a menu of development actions were prepared for the six cluster models (technology, mechanics, energy, marketing, commerce and logistics).
We devote considerable attention to the professional development of our employees. Modernising production and introducing innovative and digital technologies create new requirements for the qualification of personnel. The Company’s rapid development demands greater dynamics in personnel development and this can be achieved largely through an effective and constantly improving training system.Anatoly Cherner Gazprom Neft Deputy CEO
Training of internal coaches
In an effort to unify the training of internal coaches, a unified standard was developed to establish selection criteria and training standards, identify approaches to motivation and regulate certification for training programmes. In order to meet the growing need for training, the company trained 118 new internal coaches over the last year.
Development of project skills – the ‘PROmovement’ programme
The Company continues to develop the ‘PROmovement’ three-stage system for the development of project skills in exploration and production, which was established in 2015. Eighty-one people were trained as part of the ‘PROmovement’ during the reporting year, bringing the total number of people trained under the programme to more than 1,300.
The ‘PROmovement’ programme received the SKOLKOVO Trend Award 2016. Russian Deputy Prime Minister Arkady Dvorkovich presented the award to Gazprom Neft First Deputy CEO Vadim Yakovlev.
Targeted development of personnel for offshore field exploration
The Company began implementing the ‘Shelf Project’ targeted development programme for personnel who work in the exploration of offshore fields in 2016. The programme includes theoretical online courses, case studies based on the experience of international and Russian companies, working sessions, sessions to exchange experience with experts and a final business simulation. Fifty people underwent training over the last year.
The Company continues to utilise two modular programmes to increase the skills level of production personnel for the development of offshore fields: ‘Development of the hydrocarbon resources of the continental shelf’ and ‘Best practices in the development of offshore fields’, as well as on-site training at the offshore production facilities of foreign companies.
Professional skills competitions
Gazprom Neft devotes special attention to developing professional skills competitions and believes such events are a significant tool for enhancing the professional competencies of employees. The Company took the professional skill competition to a new level in 2016 in terms of content and the number of participants. As a result of automating the process of preparing for the competition, the Company conducted a mass remote evaluation of employees’ professional knowledge involving roughly 5,000 people. A business simulation was one of the stages of the competition. Tasks involving the provision of first aid to victims were added to the practical part of the competition in homage to the Year of Occupational Safety. More than 1,500 specialists and workers from Gazprom Neft enterprises took part in the competitions.
A landmark event took place for us in 2016: an employee from Information Technology Service Company took second place at the Russian professional skills competition WorldSkills Hi-Tech. We have always been confident in the top-notch skills of our IT specialists. Now we have received confirmation of this from an outside competition involving experts from all over the country. It should be noted that we sent a young specialist who had previously won a corporate contest at ITSC to the competition as a delegate. Such competitions help to create an atmosphere for the development of high-potential employees and motivate them to achieve even greater results.Sergey Lade Head of the Gazprom Neft HR Relations and Corporate Functions Organisational Development Office
Development of educational infrastructure
The active development and expansion of the professional training system has also led to the development of the appropriate training infrastructure. The Gazprom Neft Corporate Resource Training Centre opened on the core of Muravlenkovsky Multidisciplinary College in 2016. The training centre includes a lecture and training hall as well as a training classroom equipped with the unique TRANSAS Shore-Based 6000 Production Simulator. Some 600 people will undergo annual training at the training centre.
A modern training centre also opened at the Moscow Oil Refinery. The centre’s training classrooms feature interactive whiteboards and modern equipment to arrange video conferences and webinars. Much attention was devoted to creating a comfortable training environment in the format of business games, brainstorming and other elements of active training.
Gazprom Neft Badra opened its own training centre based at its oilfield camp. More than 40 local employees are already undergoing training at the facility.