Q&A

Anatoly Moskalenko
Anatoly Moskalenko
  • Vice President for Human Resources Management and Corporate Structure Development​ of PJSC LUKOIL​

A.

Our priority is to continually boost labor productivity while retaining high levels of motivation. To this end, we need to ensure that employees are constantly learning. Over the past year over 70% of the company’s employees received training, including through a corporate distance learning system – a rise of 30% on the previous year. The Company organizes seminars, training courses, internships, continuing professional development courses, professional retraining programs, and professional training days. To develop advanced management skills, a training system is being implemented at the Company in the form of an Academy and Management School, with a focus on the intensive application of acquired knowledge in practical activity at the workplace. We use state-of-the-art digital technologies and HR management programs. Another important aspect of the HR system is employee performance appraisals. We have made changes to procedures in this area, and no longer focus on gross production factors, instead concentrating on the financial performance of our staff. The Company also pays significant attention to staff rotation issues, in order to try and prevent the risk of career stagnation.

A.

Today, 43,787 young employees aged 35 and under work at the Company’s enterprises, including 2,013 young specialists. These receive social support under an Agreement between LUKOIL Public Joint-Stock Company and the Trade Union Association of LUKOIL Public Joint-Stock Company, as well as collective bargaining agreements. LUKOIL’s youth policy comprises a system of priorities and measures aimed at attracting young employees and creating the conditions and opportunities to facilitate the successful and effective self-realization of young employees , the development of their professional potential, and management capabilities. LUKOIL proactively cooperates and establishes partnership relations with educational institutions. In Russia, LUKOIL Group entities have concluded cooperation agreements with 62 academic institutions (universities, institutes, academies, colleges). Cooperation agreements have also been concluded with five foreign universities. In the regions where the Company operates, employees regularly organize trips to production facilities, and deliver open lessons and masterclasses for schoolchildren. Nine specialized departments have been opened at leading universities in Russia, located at the Company’s subsidiaries.

How is the HR system changing in connection with the implementation of the strategic program of LUKOIL Group?

A.

Our priority is to continually boost labor productivity while retaining high levels of motivation. To this end, we need to ensure that employees are constantly learning. Over the past year over 70% of the company’s employees received training, including through a corporate distance learning system – a rise of 30% on the previous year. The Company organizes seminars, training courses, internships, continuing professional development courses, professional retraining programs, and professional training days. To develop advanced management skills, a training system is being implemented at the Company in the form of an Academy and Management School, with a focus on the intensive application of acquired knowledge in practical activity at the workplace. We use state-of-the-art digital technologies and HR management programs. Another important aspect of the HR system is employee performance appraisals. We have made changes to procedures in this area, and no longer focus on gross production factors, instead concentrating on the financial performance of our staff. The Company also pays significant attention to staff rotation issues, in order to try and prevent the risk of career stagnation.

Which new forms of work are being applied to attract young professional executives to the Company?

A.

Today, 43,787 young employees aged 35 and under work at the Company’s enterprises, including 2,013 young specialists. These receive social support under an Agreement between LUKOIL Public Joint-Stock Company and the Trade Union Association of LUKOIL Public Joint-Stock Company, as well as collective bargaining agreements. LUKOIL’s youth policy comprises a system of priorities and measures aimed at attracting young employees and creating the conditions and opportunities to facilitate the successful and effective self-realization of young employees , the development of their professional potential, and management capabilities. LUKOIL proactively cooperates and establishes partnership relations with educational institutions. In Russia, LUKOIL Group entities have concluded cooperation agreements with 62 academic institutions (universities, institutes, academies, colleges). Cooperation agreements have also been concluded with five foreign universities. In the regions where the Company operates, employees regularly organize trips to production facilities, and deliver open lessons and masterclasses for schoolchildren. Nine specialized departments have been opened at leading universities in Russia, located at the Company’s subsidiaries.