Training and Assessment

GRI 402-2

The Company employees a training and professional development system designed not only to increase the required level of employees’ professional and technical expertise, but also to meet obligatory state requirements for oil and gas sector personnel’s level of training in industrial safety, occupational health, anti-corruption, and fraud prevention.

Training process organization

The Company applies all modern types, forms, and methods of training, hosted by the best Russian and foreign organizations and corporate training centers engaged in educational activities under a wide range of professional development and retraining programs. The types of training used include long-term and short-term training, in-person and remote training, and specialized courses delivered through the automated WebTutor system.

Types of training

In the financial year, the key areas of personnel training and development under Zarubezhneft JSC’s development strategy were:

  • implementing individual training programs aimed at professional development in accordance with current and strategic tasks and changing legislative requirements;
  • jointly implementing, with leading Russian and foreign universities, trainings for professionals in the areas most in demand in the Company;
  • implementing a corporate training and development program for the most promising employees, aimed at improving knowledge in the area of managerial potential development;
  • implementing the Lean Six Sigma corporate training program for production system and lean production/manufacturing;
  • implementing programs for teams to train under international projects;
  • implementing a corporate English language training program;
  • implementing corporate training and development programs for the Group’s key technical specialists.
Training Programs Proportion in Zarubezhneft Group, %
Training Programs Proportion in Zarubezhneft Group, %
Corporate training

A single Corporate Programs Menu for top and middle managers, specialists, talented personnel pool, and young specialists has been formed and is used now for planning and implementation of corporate training The Menu includes programs for strategic management, management-related, vocational, and remote training; and English language training.

The priority of the employee training system is to develop key professional and technical expertise in geology, development, drilling, oil and gas production, and project management.

Vocational training is hosted by the in-house School of Petroleum Engineering, which attracts both external lecturers and in-house ones belonging to Zarubezhneft Group.

In 2019, 203 persons (employees of the Corporate Center, subsidiaries, and JV Vietsovpetro) received training at the School of Petroleum Engineering. The corporate knowledge base is regularly filled with the materials of past courses.

Zarubezhneft JSC pays special attention to promotion of talented and purposeful specialists with solid professional and managerial expertise, to work on both new and existing Company projects. The winners of the Nestro Lead competition, the first open competition for Zarubezhneft Group employees, which started a comprehensive corporate program of personnel development, were trained under the integrated program Modern Leader in the International Environment, hosted by the International School of Business of the Gubkin State Oil and Gas University, and the Moscow School of Management Skolkovo. The winners’ development program included internships in Norway and Japan, with 40 winners having participated in the program.

The purposes of the Nestro Lead training and development programs for the competition winners and finalists are to form an efficient and cohesive team to work on foreign assets, taking into account the Company’s strategic interests, to assess and develop the personal potential of each team participant, and to improve communication skills in the international environment.

In order to promptly plan and schedule employee training, a procedure for posting training applications online has been introduced, which has reduced labor costs in forming and analyzing proposals for training activities submitted by employees. In 2020, there will be further development of the automated HR management WebTutor system, with introduction of a new training module, Talent Management and Career Development.

Corporate training

Expertise and development improvement tools

Number of Trainees (in the Corporate Center), person-course
Training Composition Actual
2017 2018 2019
Corporate training 395 414 841
Vocational training 131 119 90
Compulsory training 66 157 135
Total 592 690 1,066
Training Expenses (in the Corporate Center), thousand RUB
Training Expenses (in the Corporate Center), thousand RUB
Personnel Assessment

Personnel Assessment

GRI 103-2

In accordance with the Company’s Personnel Policy, the assessment system is a flexible and transparent system to manage employee performance aimed at the timely qualitative achievement of strategic objectives.

The Company conducts annual personnel assessment on an ongoing basis, which allows for evaluating employees’ performance indicators systematically and fairly, identifying most promising employees, encouraging Company employees for prominent labor results and high professionalism, and determining potential areas for both professional and personal development of employees.

Employees are evaluated against the following indicators:

  • achievement of individual objectives/tasks by the employee over the previous year;
  • level of development of professional expertise;
  • level of development of corporate and managerial expertise;
  • implementation of the development map/individual development plan for the previous year;
  • level of the employee’s potential for further career growth and development;
  • total performance of the employee.

Based on the annual evaluation results, employees are provided with detailed and substantiated information on the performance and level of development of the employee’s expertise, proposals are formed and a decision is made as to the expediency of raising the professional status, changing the grade/position, promotion of the employee to a higher position, and inclusion of the employee into the Talented Personnel Pool. Priorities for developing key expertise areas and individual objectives for the next year are also determined for each employee.

The Company implements external assessment activities, such as the Assessment Center, 180/360-degree review, various types of testing to identify the level of professional knowledge and skills, professional and personal qualities, and verbal and numerical abilities.

In the financial year, as part of the annual employee assessment, an additional 360-degree survey of top and middle management was conducted in order to identify compliance with corporate governance principles and to further shape an action plan to develop and promote these principles.

Assessment activities are carried out throughout Zarubezhneft Group in order to implement uniform HR Policies in personnel assessment.

The Company seeks to keep pace with the times and apply modern automated HR technologies. Through the software product WebTutor, all assessment, training, and development tools are automated and aligned in a single system governed by a single logic. Introduction of the WebTutor system has significantly reduced labor and time spent on preparing, conducting, and analyzing assessments, as well as increased the share of employees being simultaneously trained in the Company through remote training courses. This system is integrated in all but a few of the Company’s subsidiaries and allows for online assessments, as well as organizing remote training.