Policy and Personnel Management

The Company's HR management policy is based on the Constitution of the Russian Federation, the Labour Code of the Russian Federation, and other regulations. The basic principles of the Company's human resources policy and its position on human rights are outlined in the Gazprom Neft Corporate Code. These principles include respect and partnership, performance and results, leadership and dynamic development, initiative and responsibility.

Gazprom Neft's HR management strategy is drafted in accordance with the Company's business strategy, taking into account sustainable development goals and objectives and the expectations of stakeholders.

In 2013, the Company's HR strategy was updated to comply with the new Gazprom Neft 2025 Development Strategy. The most important aspects of the HR strategy are:

  • systematic selection and rotation of staff
  • talent management, skills development, and training
  • development of incentive programmes and creation of a culture of engagement
  • improved labour productivity and organizational efficiency
  • enhanced HR management performance

One of the priority areas of the Company's HR policy is to increase employee productivity. The Company has a performance management system based on a set of indicators for different levels of management and individual targets for each employee. Staff assessment is an important component of the system. Regular assessments have been conducted at Corporate Headquarters as part of the annual review process since 2012, and the Company's subsidiaries and affiliates have carried out evaluations since 2013. Employee performance is assessed on an annual basis according to two criteria: meeting objectives and specialist potential. The assessment results are used for career planning and to identify employees for the talent pool. The results also influence salary reviews and annual bonuses.

During the reporting year, there was a particular focus on talent pool planning and the development of professional skills in order to create a highly professional team capable of achieving the Company’s strategic goals in changing social and economic conditions.

In 2013, the Company began to implement a functional management model. This requires the active participation of managers in key corporate and production functions in developing staff throughout Gazprom Neft. The initiative helps support the business in such areas as staff recruitment and rotation, skills development, and dissemination of best practices and technologies within the Company.

Respect for human rights at Gazprom Neft means:
  • ensuring equality of opportunity
  • preventing discrimination on the basis of nationality, gender, origin, age, or any other criteria
  • refusing to use child or forced labour
  • taking HR decisions based on qualifications and professional skills, as well as business requirements
  • seeking to fill vacant positions with internal candidates, thereby providing more opportunities for career and professional growth
  • recognizing the right of workers to establish and join trade unions and a commitment to non-interference with the activities of trade unions
  • monitoring compliance with labour laws and the Company's obligations under collective agreements