Talent Pool

The Company believes that creating and developing a high-quality talent pool is a task of strategic importance. Gazprom Neft is constantly refining its system for assessing and selecting high-potential employees and improving career planning to ensure that the Company has access to the maximum possible number of qualified staff in future.

In 2014, in order to identify these employees at all levels of the organization, the Company began to integrate its talent pool with performance and potential assessment and its goal management system.

The Company also continued to establish talent committees during 2014. These are collegial bodies that assess employee potential and support development and promotion. The committees consider specialists who are referred to them on the basis of their annual assessment. During the last 33 talent committee meetings, 750 key positions were identified and 1,091 members of the talent pool were approved. Individual development plans are being drafted and implemented for these specialists. Special emphasis is given to the robustness (number of candidates) and relevancy (proportion of appointments) of the talent pool. In 2015, a new talent pool methodology will be rolled out across a number of subsidiaries.


33 meetings

750 key positions

1,091 talent pool candidates

Lyudmila Voronina
Lyudmila Voronina Head of HR and Organizational Development Section, Downstream Division

One of the target indicators in the Downstream Division's staffing strategy is the percentage of key positions that are restaffed from the internal talent pool. The Talent Committee is a good tool for analysing the staffing capacity of each line of business, as well as for identifying specific high-potential employees in the division.

Olga Zuykova
Olga Zuykova Head of the HR Department at Gazprom Neft

By working systematically with the talent pool, it is possible to anticipate needs and train qualified staff in all areas of the Company's business and minimize staffing costs (reducing recruitment costs and the unproductive period of time spent on helping external staff to adapt, etc.). The promotion of high-potential employees from the talent pool increases the Company's productivity, ensures the continuity of expertise, and increases the Company's appeal as an employer by creating a transparent and motivating culture of equal career opportunities.