Development of talent pool

Gazprom Neft is developing the ‘School – Secondary Specialised College/University – Enterprise’ human resources system to provide the Company with highly skilled personnel in the present and future. It includes career guidance work with high school students, targeted education in higher and secondary educational institutions and a system to recruit employees with high potential and plan their careers.

Reorganisation of the regular performance and potential evaluation process

Meetings of the Talent Committee – collective meetings of management teams – are a key tool in selecting candidates for the talent pool. Specialist candidates are considered based on the results of an annual evaluation of their activities and potential. In 2016, the regular performance assessment encompassed 14,200 employees, a 50% increase from the previous year.

Succession candidates

The Company approved 2,020 succession candidates for 990 management and functional unit positions in 2016. A total of 607 succession candidates underwent an assessment of their management skills. The percentage of vacancies filled by internal candidates increased significantly last year. In particular, 85 succession candidates were appointed to target positions in the corporate centre, while another 60 candidates were promoted.

Development of the ‘Growth’ career planning system

Gazprom Neft continued to develop the ‘Growth’ career planning system and portal with the same name, which enabled each employee to be involved in managing their professional and career development. One of the portal’s core functions is to collect relevant information about employees’ readiness for new professional roles and their mobility. Company employees can use the resource to select a career path, undergo an assessment of their skills and obtain recommendations for their further development. Gazprom Neft held a communications campaign during the reporting year to inform managers and their employees about the opportunities and objectives of the planning system. More than 700 employees have received an invitation to start working in the ‘Growth’ system and 35% of them have chosen a designated role via the portal.

A career means progression. Enhancing professional expertise, participating in projects and transitioning to another area of activities are all options for successful development. All Gazprom Neft divisions are working towards a common business result, that’s why it’s so important to enhance the professional level and completeness of each specialist’s personal fulfilment. Employees and managers have a mutual responsibility to build a system of career planning in which each of them can identify his/her targeted professional role and determine the path to this role in accordance with the Company’s values.
Lyudmila Voronina Head of the Downstream Division’s HR Relations Office

Work with students, graduates and young professionals

Career guidance and training programmes for future professionals in the early stages of their education are an important part of the talent pool formation system. To meet this objective, the Company develops cooperation with leading industry-based universities in the regions where it operates. The joint work aims to provide targeted training for prospective students and create master’s programmes as part of a partnership.

‘Gazpromneft Classes’ programme
‘Gazpromneft Classes’ at secondary schools in the regions where the Company operates are an essential component of work with young people. The ‘Gazpromneft Classes’ programme includes subjects that will help students understand what the oil and gas industry is all about and which main professions are in demand in the industry. As part of their studies, students solve tasks from the practical daily work of oil workers. The training helps students to make a well-informed professional choice when it comes time to enter university.

How the company works with graduates and young professionals

Organisation of the educational process at educational institutions

Gazprom Neft’s interaction with educational institutions is based on a concept that focuses on supporting the Company’s innovative development and providing it with a talent pool of specialists who possess key professional skills. Under this concept, targeted educational programmes are formed based on the Company’s objectives, and Gazprom Neft experts are actively involved in organising the educational process. The inclusion of special courses in the core curriculum and joint master’s programmes promotes the development of the required skills among students and ensures the targeted training of young professionals.

The Company currently has a specialised Gazprom Neft department at Gubkin Russian State University of Oil and Gas and Omsk State Technical University. Students receive targeted training on the basis of corporate master's programmes and advanced training programmes jointly with St. Petersburg Mining University, the Moscow Institute of Physics and Technology, Peter the Great St. Petersburg Polytechnic University, St. Petersburg State University, Tyumen State University of Architecture and Civil Engineering and Ufa State Petroleum Technological University.

Gazprom Neft and Tyumen State University launched the ‘Oil and Gas Field Conceptual Engineering’ master’s programme in 2016. The programme is comprised of modules on how to form communicative competencies and teamwork skills, use a wide range of information technologies, think critically and systematically as well as negotiate. Teachers and experts include scientists and specialists from Russian and foreign technology companies as well as leading scientific, design, technological and engineering centres of Russia.

One feature of the new master’s programme being implemented jointly with Gazprom Neft is its key technology: teams of graduate students carrying out actual engineering projects commissioned by the Company. The performance evaluation approach has changed too: the main focus is not so much on evaluating knowledge as it is the ability to apply it in actual professional activities.
Valery Falkov Rector of Tyumen State University

‘Future Intellectual Leaders of Russia’ national forum

Gazprom Neft served as a partner for the ‘Future Intellectual Leaders of Russia’ National Forum in 2016. Students from specialised ‘Gazprom Neft Classes’ in St. Petersburg and Omsk took part in the forum for the first time. Young Gazprom Neft specialists served as experts in one of the sessions – ‘Energy Technology’. They designed case studies based on actual production tasks for the participants.

‘Three Frontiers’ young specialists adaptation and development programme

Young specialists who join Gazprom Neft within a year after graduating university pass through the three-year ‘Three Frontiers’ adaptation and development programme. The programme includes adaptation measures, training sessions and work with mentors who undergo special training.

Work of young specialist councils at enterprises

Young specialist councils carry out active work at enterprises. Their key tasks include supporting young specialist adaptation and development programmes, developing volunteer activities and helping to solve pressing problems faced by young specialists during their first years working at the Company.

Gazprom Neft scientific and technological conference

Preparation for and participation in a scientific and technological conference that aims to develop rationalisation and innovative thinking among young specialists and involve them in the Company’s rationalisation activities plays an important role in their development. The conference is held in two stages: the winners of the selection round conducted within subsidiaries go on to participate in the general corporate round. More than 500 works were submitted for the conference in 2016, while 105 young specialists presented their work during the second stage.