HR Policy and Management

The Company’s HR management policy is based on the Russian Constitution, Russian Labour Code, and other regulations. HR regulatory documents and the Collective Agreement have been drawn up in strict compliance with these laws and regulations. The philosophy of the Company’s human resource policy is outlined in the Gazprom Neft Corporate Code.

The basic values and principles of the Company set forth in the Corporate Code include:
  • Respect and cooperation – The Company strives to build an atmosphere of mutual respect to motivate employees to achieve a collective goal;
  • Efficiency and result – The Company seeks to organise work so that the best results are achieved in the most efficient way;
  • Leadership and dynamic development – With ambitious goals, the Company strives to unlock its potential and provide its employees with development and growth opportunities;
  • Initiative and responsibility – The Company encourages the search for innovative ideas, solutions and methods, being conscious of the responsibility new opportunities entail.

Gazprom Neft ensures equal opportunities for its employees and prevents any discrimination by nationality, gender, origin, age, or otherwise (however, there are mandatory restrictions on the employment of women and young persons under 18 for certain heavy-duty or dangerous jobs). The Company uses neither child nor forced labour. HR decisions are based on employee qualifications and professional skills, and business needs. Filling vacant positions with internal candidates is a widely applied practice which reduces recruitment costs and provides more opportunities for carrier and professional growth.

The Company monitors and supervises the adherence to labour laws by its officials; there are procedures for monitoring compliance with the Company’s obligations under the Collective Agreements.

The Company recognises the right of employees to establish and join trade unions, and is committed to non-interference with the unions’ activities (unless required by law).

The Gazprom Neft’s HR management strategy is aimed at supporting the Company’s strategic goals. In 2013, the HR strategy was updated to comply with the new Gazprom Neft 2025 Development Strategy and a number of far-reaching changes. The latter included the reorganisation of the petroleum product sales business and the development of new activities. When updating the HR strategy, key activities were highlighted and initiatives to implement them were devised.

Activities

Initiatives for implementation

Systematic selection and reshuffle of personnel

  • Meeting business needs for employees with rare competencies, including the key position candidate pool
  • Establishment of a unified recruitment infrastructure
  • Elaboration of target staffing efficiency criteria
  • Elaboration of a standard adaptation programme for new employees

Talent management, competency development, and training

  • Creating an efficient candidate pool planning system
  • Elaboration and implementation of targeted personnel development and training programmes based on professional/technical/managerial/leadership competencies
  • Enhancing graduate and young specialist management
  • Developing and implementing a HR appraisal system and a key employee accelerated development programme

Motivation system development and creation of engagement culture

  • Refinement of the corporate incentive and remuneration system and the compensation package management system
  • Improving the social package
  • Elaboration of an enhanced engagement programme and further development of corporate culture
  • Developing and implementing a key employee retention programme

Development of labour productivity and organisational efficiency

  • Implementation of headcount and labour productivity (performance) planning tools
  • Development of organisational efficiency indicators
  • Regular monitoring of organisational efficiency indicators

Enhancement of the HR management function efficiency

  • Creating a system for HR management quality monitoring
  • Developing and implementing a unified HR data management system
  • Automation enhancement
Gazprom Neft HR organisational structure

In 2013, the Company started implementing a new system for interaction between the HR organisational structure units (an HR business partner system) in the Exploration and Production Segment (EPS). Within the system, each enterprise will have an associate from the HR Department of the Corporate Centre assigned. This associate will be in charge of prompt and efficient interaction within the HR function between the Corporate Centre and the respective subsidiary.