Company’s Staff
The Company has an integrated HR management system aimed at maintaining high level of proficiency of workers and specialists engaged in all areas of the TATNEFT Group operation.
The implementation of the personnel management policy is reflected in the relevant standards that determine the procedure for hiring, the opportunities for professional and career growth of employees, the material and non-material incentive system, and social support.
In 2018, the Company confirmed its status of one of the largest employers in the Russian Federation. At the end of the year, the payroll of the Company amounted to 55,000 people — an increase of 2% compared to 2017 as a result of development of business assets.
Distribution of personnel by country for 2016–2018, %
| 2016 | 2017 | 2018 | |
|---|---|---|---|
| Russian Federation | 99,899 | 99,903 | 99,829 |
| Turkmenistan | 0,070 | 0,069 | 0,150 |
| Libya | 0,018 | 0,017 | 0,015 |
| Ukraine | 0,011 | 0,009 | 0,004 |
| Belarus and others | 0,002 | 0,002 | 0,002 |
Dynamics of the ratio of men and women in the management for 2016–2018, %
| 2016 | 2017 | 2018 | |
|---|---|---|---|
| Men | 74,92 | 75,33 | 76,53 |
| Women | 25,08 | 24,67 | 23,47 |
Personnel structure by gender for 2016–2018, %
| 2016 | 2017 | 2018 | |
|---|---|---|---|
| Men | 55,37 | 56,37 | 56,68 |
| Women | 44,63 | 43,63 | 43,32 |
Personnel structure by age for 2016–2018, %
| 2016 | 2017 | 2018 | |
|---|---|---|---|
| Under 30 | 23,57 | 22,67 | 21,07 |
| 31 — 50 | 56,26 | 57,49 | 59,28 |
| Over 50 | 20,17 | 19,84 | 19,65 |
Staff turnover by age and sex for 2016–2018, %
| 2016 | 2017 | 2018 | |
|---|---|---|---|
| Total dismissed | 3,13 | 3,72 | 3,84 |
| Where: | |||
| - men | 2,00 | 2,35 | 2,62 |
| - women | 1,13 | 1,37 | 1,22 |
| Where (by age): | |||
| - under 20 | 0,24 | 0,34 | 0,11 |
| - 20 — 30 | 1,20 | 1,38 | 1,28 |
| - 30 — 40 | 0,88 | 1,02 | 1,21 |
| - 40 — 50 | 0,50 | 0,65 | 0,90 |
| - 50 — 60 | 0,24 | 0,28 | 0,29 |
| - over 60 | 0,06 | 0,05 | 0,06 |
Employees legally considered to be engaged in individual labor or business activities, or persons other than full-time and part-time employees, including full-time and part-time employees of subcontractors, do not perform a significant proportion of the work. There are no significant seasonal changes in the number of employees in the Company.
Implementation of state professional standards
As a representative of the industry, the Company is one of the participants in the formation of professional standards and carries out systematic work to introduce professional standards in the activities of TATNEFT Group enterprises. The Company also initiated the opening of the Regional Qualification Assessment Center.
As part of the implementation of mandatory standards, a number of employees received additional professional education and passed professional training; changes were made to job descriptions regarding qualification requirements.
Based on the results of 2018, the Company took the 3rd place in the nomination «The Best Industrial Enterprise on the Implementation of Professional Standards” of the Competition on Implementation of Professional Standards in the Activities of Organizations held among 350 organizations of 46 constituent entities of the Russian Federation.
Labor efficiency
Improving labor efficiency is one of the key priorities of the Company. Within the framework of the business planning, measures to increase labor productivity in the Company and internal corporate methods of calculating labor productivity indicators for the Company as a whole, for the principal business units and segment-forming Companies of the Group, are determined. The target value of the labor productivity indicator as a whole for the Company at the end of 2018 was achieved.
Sociological surveys and opinion polls are regularly held among employees of the Company to determine job satisfaction score with regard to arrangement of work and safety conditions.
Provision of favorable working conditions
The Company provides high-quality jobs and decent working conditions, social guarantees, and also creates opportunities for employees and their families to rest. Social insurance and medical services programs are being implemented, including health resort treatment, housing construction programs and corporate mortgages. A special advantage of working at the Company is significant opportunities for professional development and career growth.
Support to employees in improving housing conditions
The Company provides its employees with a one-time interest-free loan for a period of 10 years to make an initial contribution for mortgage housing. 30% of the commissioned housing is distributed to young families with the provision of benefits: payment of a down payment of 30% and the possibility of furnishing apartments received (furniture cost is included in the price of the apartment, for which the down payment is made).
HR management system improvement
In order to ensure the effective implementation of the personnel policy, in March 2018, the Human Resources Department of PJSC TATNEFT was established, combining the Personnel Department and the Labour Organisation and Executive Staff Remuneration Department of the Company. In order to further develop the HR Department, a value tree of the HR block of TATNEFT Group was developed and approved, the main development vectors were identified and a project was launched to develop the HR strategy of TATNEFT Group until 2030