HR management system

The Company has an HR Management System for the period until 2020 which ensures work in this area is linked with the general corporate strategy.

Gazprom Neft’s strategic HR goal is to provide the Company with a sufficient number of skilled and motivated employees in the present and the future to effectively achieve the Company’s key goals.

Key areas of the HR Management Strategy:

  • systematic recruitment and rotation of personnel;
  • talent management, competency development and training;
  • development of an incentive system and culture of engagement;
  • growth in productivity and organisational efficiency;
  • improved efficiency of the HR system.
Company-employee relations

Regulatory framework for Company-employee relations:

  • Constitution of the Russian Federation;
  • Labour Code of the Russian Federation;
  • Gazprom Neft Corporate Conduct Code;
  • Collective bargaining agreements.

The Gazprom Neft HR management policy seeks to meet the business strategy and sustainable development goals taking into account the expectations of stakeholders (employees, shareholders and trade unions).

The tasks handled by the HR Department aim to achieve the Company’s business goals. In order to successfully meet these goals, the HR strategy is integrated with the Company’s general strategy and development concept, while the business tasks are converted into objectives to develop the Company’s HR potential.
Olga Zuykova Director of the Gazprom Neft HR Department

Regulatory documents and programmes concerning the existing social and labour relations at Gazprom Neft are drafted in strict compliance with the Constitution of the Russian Federation and Russian legislation, including the Labour Code of the Russian Federation. The Company monitors and controls compliance with labour legislation by officials.

Gazprom Neft respects human rights, provides equal opportunities and does not discriminate based on nationality, sex, origin, age or any other grounds. The company does not use child or forced labour. HR issues are resolved based on the skills and professional qualities of employees as well as business requirements.

Organisational structure of HR management at Gazprom Neft

In 2016, the Company finished introducing a functional management model in which the heads of key corporate and production functions are actively involved in HR development. Business goals can be better integrated into HR policy objectives and more effectively achieved as a result of the project. The initiative promotes skill development among employees and the dissemination of best practices and technologies within the Company.

A functional leader is someone who has skills and functional expertise, sees the whole picture and can find an optimal solution both for employees as well as for business in terms of allocating resources and utilising unified approaches and best practices.
Paylak Khachatryan Head of the Organisational Development Office at Gazprom Neft

Gazprom Neft continuously works to improve labour efficiency. The Company has a key performance indicator system that includes parameters for various levels of management and individual targets.