Training and development for employees

In terms of successfully implementing the company strategy, an efficient, highly motivated and professional workforce is just as important as technological advancement or a well-balanced project portfolio.

Gazprom Neft is developing and implementing a wide range of innovative training programmes for its employees. New training programmes enable Gazprom Neft employees to acquire technical and managerial skills that are crucial for achieving strategic objectives, and provide additional opportunities for job satisfaction.

The Gazprom Neft training and development system is open to all employees in the company and in contractor organisations, as well as target groups of prospective employees, namely school and university students.

Corporate University

The company has an integrated knowledge management centre that brings together the full range of corporate training and development practices: the Gazprom Neft Corporate University.

Using an innovative training model, Gazprom Neft has created an integrated company-wide educational environment. In this way, every employee can acquire up-to-date innovative knowledge and apply it in the workplace. Furthermore, every employee can be both a student, and a coach or an expert.

The structure of this educational environment is based on faculties and departments. A department is a professional community that serves as a key tool for capturing and sharing knowledge. Within this community, people who have the relevant professional expertise perform two functions: as experts, they help to maintain the high quality of training content and make sure that competency models and profiles, tests and training programmes are up to date; as in-house coaches, they design and run training courses.

One of the key objectives of the Corporate University is to engage experts and managers in training employees, create a strong community of in-house coaches, and generate state-of-the-art knowledge within the company. The platform-based format of the Corporate University means it can engage thousands of coaches and experts to provide training for tens of thousands of employees.

The Corporate University is currently performing the following three key functions within the Gazprom Neft training system:

  • developing and implementing company-wide training programmes;
  • quality certification for Gazprom Neft Divisions and corporate training providers;
  • data management and predictive analytics for corporate training systems.

In 2019 the company took a number of steps to make sure that employees are equipped to achieve business objectives, systematise employee development initiatives in the company, harmonise processes across the Divisions and functions, eliminate process duplication, and facilitate cross-functional cooperation. It updated the concept and methodology for cooperating with professional departments of the Corporate University, compiled a list of key performance indicators for the departments, analysed their performance, and outlined performance improvement plans. Gazprom Neft has adopted a new approach to training. This involves introducing a practice of comprehensive corporate orders for training, module-based adaptive training, and continuing to develop departments as professional expertise centres. These centres bring together industry experts, promote the development of professional communities, and help to achieve professional excellence by accumulating knowledge, and developing state-of-the-art tools and an approach based on expertise.

A comprehensive corporate order for training is a system whereby training programmes for employees are not selected independently by employees based only on their interests (as in the ‘marketplace’ framework), but jointly with their manager, with a primary focus on business process development objectives and prospects, as well as on processes and technologies that the company plans to introduce.

Module-based adaptive training is an approach that involves structuring a training programme into modules—sections that are limited in terms of time and scope—instead of using a single programme. A number of modules can be combined into a programme tailored to specific needs.

Diagram of the Corporate University training system

Key achievements of the Corporate University in 2019

  • Employees attended over 156,000 training courses. All target employee groups and categories underwent training on a regular basis, in accordance with the Gazprom Neft Development Strategy.
  • The number of employees who completed online training on the Corporate University portal increased by 50% to 28,000 people, while the number of manual and trade employees taking online courses on the portal increased five-fold. More than 100 new online courses were developed, with the total number of courses available on the portal reaching 450.
  • The Educational Environment Forum was held in St Petersburg; it was attended by more than 200 human resources training and development specialists, HR business partners, and heads of departments of the Corporate University.
  • The following departments were opened: the Capital Construction Department; the Legal, Property and Corporate Affairs Department; a specialist telecommunications section in the Information Technology Department; and the Business Continuity and ITAT Risks Professional Laboratory in the Information Technology, Automation and Telecommunications (ITAT) Department.
  • New courses were developed, covering key areas relating to company transformation: Digital Literacy; Feedback: Respectful communication; Motivating Others; Building Efficient Teams; Product-Based Approach and Agile working; the Human Element in Business; Change Sponsorship; and four training programmes for members of contribution assessment commissions as part of implementing the Management by Objectives (MBO) 4.0 SystemThe company has adopted the fourth version of the Management by Objectives (MBO) approach. This approach involves establishing new collegial bodies: Contribution Assessment Commissions. To ensure that all participants have an understanding of their roles within the commissions (e.g. moderator, secretary, etc), four training courses have been developed..
  • The Corporate Culture Transformation Centre prepared Workshop 2.0 ‘Facilitative Leadership Practices’. This is a programme for Gazprom Neft senior executives. 6,500 executives have been trained through the programme.
  • The University ran a number of training courses for manual and trade employees, including Defensive and Winter Driving; ‘Five Steps’ Hazard Analysis Technique; Corporate Culture Workshop, and Energy-Saving Measures.
  • 906 employees of Gazprom Neft completed foreign language courses.
  • The University organised a Campus for In-House Coaches, which included a competition for the best coach and a forum for in-house coaches involved in key transformation processes and changes in the company. These events were attended by more than 450 participants.
  • 216 employees of Gazprom Neft were trained under the Coaching for Coaches programme.
  • The total number of in-house coaches in the company exceeded 1,200.
  • During the year, in-house coaches provided training for more than 19,000 employees, including more than 8,000 middle and line managers.
  • A coach certification procedure was introduced, whereby certified coaches are eligible to run programmes supporting key transformations in the company.
  • 80 professional communities were established in the company, up by 9% year on year. The Digital Learning community, focused on the use of new technologies in training, is the fastest-growing community, with the number of participants up by 30% year on year.
  • A Corporate Guide to Training Programmes was introduced; it contains information on 116 compulsory, recommended and cross-functional programmes assessed by the Corporate University.
  • Two research projects were implemented, with a focus on using artificial intelligence in training, using predictive analytics, and personalised training.
  • The Corporate University started to develop a Virtual Reality (VR) platform for centralised management of VR training content.
Gazprom Neft's Corporate University Programme recognised by Effective Education Awards

The Gazprom Neft Partnership Management Programme won an award at the third Annual Effective Education Conference. This project won in the ‘Best Educational Programme at a Corporate University’ category.

This award is presented every year for the most effective and creative educational initiatives in business development and professional education in Russia. Leading Russian specialists in practical implementation of educational and corporate projects participate in the conference.

According to the panel of experts, Gazprom Neft has created a sophisticated technological educational project which is unique in Russia. This programme is a product in a new format, designed to assist in developing partnership management approaches. The educational project launched by Gazprom Neft enables students to study the best Russian and international partnership management practices, form shared conceptual frameworks, and share the relevant experience.