Human Resources Management
Professional Competences Model
In order to improve the human resources management system, in 2011 the Company started developing a professional competences model for its employees.
The professional competences model implies a comprehensive assessment of the employees' level of competence development and their potential, developing a training plan, motivating the personnel for further development and building a personnel reserve.
The primary objective of this project is to determine requirements to the professional development of the personnel and requirements of candidates in order to ensure recruitment of qualified staff that will meet the needs of the Company's departments.
In October 2011 in accordance with the local regulations and due to changes in job functions, the professional competences model at six of the Company's departments have been updated and approved.
The Company's human resources management uses professional competences models for the following purposes:
- recruiting candidates;
- designing a Learning plan for the Company's employees and monitoring necessity for professional development in accordance with the job requirements;
- developing the Company's personnel reserve;
- organising individual learning process and improving knowledge and skills.
Cooperation with Specialised Universities
received their first degree at NRNU MEPhI
In 2011, as well as in the previous years, JSC "TECHSNABEXPORT" continued its cooperation with the leading Moscow universities, especially NRNU MEPhI, which remains an unquestionable leader in preparing the workforce for the nuclear industry. 27% of the Company's employees received their first degree at NRNU MEPhI.
The Company's employees read lectures to students and PhD students at NRNU MEPhI on a regular basis. As part of the new format of cooperation with this university, representatives of JSC "TECHSNABEXPORT" took part in the Career fairs of the State Atomic Energy Corporation ROSATOM at NRNU MEPhI.
On the Picture: Students at JSC "TECHSNABEXPORT" Billboard in the Frames of the State Corporation Rosatom Carrier Fairs at NRNU MEPhI
Internships for the students of specialised universities proved to be a good way of recruiting. Within the last five years over 100 university students did their internships in the Company and the best of them were offered positions at the Company as they appeared.
Under the agreements concerning internships and work placements 24 students from National Research Nuclear University (MEPhI), Russian Foreign Trade Academy, Lomonosov Moscow State University and Russian Presidential Academy of National Economy and Public Administration completed their work placements and pre-thesis placements in the reporting year. Two of them were subsequently hired.
Recruitment in 2011
|1.||Total number of filled vacancies||people||50|
|2.||Recruitment of personnel from external labour market||people||43|
|3.||Recruitment within the industry||people||7|
Personnel Recruitment and Mentoring
The Company recruits employees on a competitive base on interview and test results.
The major criteria are meeting the requirements of the job profile, stated in the professional competences models.
In order to ensure succession the Company introduced a mentoring system determined by internal normative documents of the Company.
total spending on employees education
203 of the Company's employees attended training and professional development courses in 2011. The total amount of internal and external training hours in 2011 equalled 5,514 hours, i.e. 16.36 hours per employee (in relation to employees on payroll).
Average number of hours of training per employee per year broken down by categories (excluding compulsory training): managers – 1,087 hours, or 27.18 hours per manager; specialists – 4,427 hours, or 27.15 hours per specialist.
|Total spending on training, RUR thousand||9,895||9,548||9,747|
|Hours of training per employee, hours||28||27||15|
completed language courses
Knowledge of a foreign language is an important competence for many categories of employees. 20 of the Company's employees that process documents in a foreign language and/or participate in negotiations with foreign partners completed language courses in 2011.
of Executive MBA JSC "TECHSNABEXPORT" programme successfully completed their term papers
The internal corporate managerial programme Executive МВА-JSC "TECHSNABEXPORT" was completed in 2011 (personnel reserve and the Company's key employees). All of the 15 participants have successfully completed their term papers and were admitted to present their final projects.
Annual Evaluation of the Company's Management and Employees
According to the approved procedure for carrying out annual staff assessment at the State Atomic Energy Corporation ROSATOM, federal state unitary enterprises and federal state institutions subject to the State Atomic Energy Corporation ROSATOM, joint stock companies of the State Atomic Energy Corporation ROSATOM and their subsidiaries and affiliates, in 2011 the Company's management underwent an assessment.
The annual performance assessment of the employees' performance in 2010 was held in March 2011.
The assessment for the year 2010 involved a reasonably high level of requirement to the efficiency of the employees. As a result, the prevailing mark is C (standard level of efficiency).
|Number of Employees (December 2011)||All the Categories of Employees Taking Part in Performance Assessment||Workers||Top Management (Head of Directorate/Deputy Head of Directorate)||Middle Managers (Director of Department/Deputy Director of Department)||New Employees Who Were Set Targets Only for 2011|
Shaping and Using Personnel Reserves
In 2011 JSC "TECHSNABEXPORT" continued building, developing and facilitating its personnel reserve.
As part of the process of shaping an international personnel reserve for the State Atomic Energy Corporation ROSATOM, JSC "TECHSNABEXPORT" and its subsidiaries and affiliates presented eight candidates for competitive selection. As a result, one candidate was sent to the Russian trade mission in the United States.
The Company's employees, included in the JSC "TECHSNABEXPORT" personnel reserve, participated in assessment procedures as part of the selection for the Strategic personnel reserve of the State Atomic Energy Corporation ROSATOM in order to fill the vacancies in the industry in 2011. After the first round, based on the results of a Distance assessment, five out of nine candidates were admitted to the second round..
Development of Internal Corporate Communications and Corporate Culture
In 2011 the Company was working towards improving its internal corporate communications. The new sections have been introduced on the Company's intranet ("Ask the Company's management a question", "Internal corporate services", "IT services").
Among other things, the portal features press packages for the State Atomic Energy Corporation ROSATOM, electronic versions of industry press (ROSATOM Country newspaper and Atomprom Bulleting magazine), as well as videos received from the Communication department of the State Atomic Energy Corporation ROSATOM on a weekly basis, interviews with the leaders of the industry with Russian and foreign mass media and the Company's management presentations at conferences.
In 2011 the management of the State Atomic Energy Corporation ROSATOM decided to introduce a new industry-wide tool for communicating with the employees – Information days. In 2011 JSC "TECHSNABEXPORT" held its first Information day, in which all the Company's employees took part.
86%level of employee involvement
In 2011 the Company implemented an industry-wide involvement analysis, i.e. the readiness of the employees to speak positively of the Company, continue to work there and deliver outstanding results.
The level of employee involvement at JSC "TECHSNABEXPORT" is one of the highest across the industry – 86%. The satisfaction level is 82%, which characterises JSC "TECHSNABEXPORT" as a successful company with a reputation as a good and attractive employer.
The Company's key targets in human resources management for 2012.
In 2012 the Company plans to:
- expand its KPI programme to next management levels, i.e. deputy department directors at JSC "TECHSNABEXPORT" and heads of departments at subsidiaries and affiliates;
- continue the unification of the remuneration system in foreign subsidiaries and affiliates;
- implement the next stage of developing, analysing and approving the Matrix of functional responsibility of JSC "TECHSNABEXPORT" broken down by structural units and positions. The work on the Matrix started in 2011 – by the end of the reporting year 23 matrixes of structural units have been developed and approved;
- update professional competences models at JSC "TECHSNABEXPORT";
- analyse employee involvement at the Company;
- continue to implement social programmes of the State Atomic Energy Corporation ROSATOM's corporate social policy at the Company and its subsidiaries and affiliates;
- continue providing social support to pensioners who are former employees of the Company.