ROSATOM HR SOLUTION APPROACH TO HUMAN RESOURCE DEVELOPMENT

Transcription

1 ROSATOM HR SOLUTION APPROACH TO HUMAN RESOURCE DEVELOPMENT

2 ROSATOM HR PRIORITIES ROSATOM HR priorities are closely related to its Strategic Goals: An increase of our share on international markets Development of new products for the domestic and international markets Reduction of the cost of our products and the lead time The HR priorities have been developed in accordance with the Strategic Goals: Fine-tuning motivation tools in line with business priorities Involving executives in selection and assessment processes for talent pool candidates Communicating on motivation tools and training executives to use them Developing leaders at all management levels Providing young qualified specialists for the industry. Adaptation and training for young specialists Providing business with the IT system for talent pool and succession management Fostering employee motivation to achieve priority goals Long-term planning and increase in employee headcount for international projects Developing training programs to support ROSATOM business priorities Establishing new ways of learning. Involving industry experts in training conduction Providing young qualified specialists for the industry. Adaptation and training for young specialists Building a comprehensive system for training workers and engineers Engagement management Developing personnel competencies at the pace of business Developing HR partnerships for business through outreach to top executives Improving interaction efficiency Building a results-driven culture Increasing trust toward executives and the pace of employee adaptation to change Improving satisfaction of business community with HR service

3 ROSATOM HRD ROADMAP This edition presents an view of ROSATOM HR practice based on the key processes and its projects and technologies: 1 PROFESSIONAL ORIENTATION 2 ACQUISITION 3 DEVELOPMENT 4 RETIREMENT 5 ENGAGING INTO ROSATOM CORPORATE CULTURE Tatiana Terentieva HR Director of ROSATOM Dear colleagues! Nuclear industry is based on high technologies and requires specific qualification, deep knowledge of the subject and high level of responsibility of its workers. That is why the educational branch has always been and will be one of the indisputable priorities of ROSATOM. Consequently, high-quality education, training and development of employees and executives of different management levels are in line of HR priorities. The nuclear industry has become famous for dealing with large-scale, complex and challenging business projects, which by definition require ambitious specialists and experienced professionals. People are a core asset for us. It is people who create new products and technologies, sustaining ROSATOM competitive edge. We invest in the development of engineers and workers as a part of WorldSkills International, promote early professional orientation, open world-class competence centers, clearly realising that even the world s most sophisticated technology is developed by people who should be able to benefit from development opportunities in order to have a leading position not only in Russia, but also on the international scale. By developing leaders and increasing employee motivation within the industry, we are building a top-to-bottom results-driven culture. HR PROCESSES 1 PROFESSIONAL ORIENTATION 2 ACQUISITION 3 DEVELOPMENT 4 RETIREMENT ROSATOM SCHOOL ROSATOM SCHOOLCHILDREN ATOMSKILLS LABORATORIES OLYMPIAD NUCLEAR EDUCATION IN RUSSIA ROSATOM HR PROJECTS AND TECHNOLOGIES PROMOTION OF NUCLEAR ENERGY AMONG YOUTH ROSATOM CAREER DAYS TOURNAMENT OF YOUNG PROFESSIONALS (TEMP) MONITORING THE NEED FOR GRADUATES IN THE NUCLEAR INDUSTRY WORLDSKILLS INTERNATIONAL COMPETITIONS FORSAGE INNOVATION FORUM MONITORING THE NEED FOR WORKERS AND ENGINEERS (PROFESSIONALS) ATOMSKILLS CHAMPIONSHIPS WORLDSKILLS HI-TECH RUSSIA COMPETITIONS REKORD PERFORMANCE MANAGEMENT NEW HIRE ONBOARDING CAREER MANAGEMENT AND SUCCESSION PLANNING TALENT POOL DEVELOPMENT PROGRAMS PROFESSIONAL TRAINING AGE 1 EARLY 7 LEARNING SCHOOL EDUCATION 18 VOCATIONAL EDUCATION (COLLEGES) HIGHER EDUCATION (UNIVERSITIES) ON-THE-JOB TRAINING, ADDITIONAL EDUCATION (FURTHER DEVELOPMENT) 5 ENGAGING INTO ROSATOM CORPORATE CULTURE 60+ EMPLOYEE ENGAGEMENT. MANAGEMENT BY VALUES ROSATOM MAN OF THE YEAR INFORMATION SHARING DAYS. DIRECTORS DAYS

4 1 2 Professional Orientation Acquisition GOALS AUDIENCE Enhancing ROSATOM attractiveness as employer Promoting education in the field of nuclear energy PROJECTS AND TECHNOLOGIES Creating a pool of HiPo candidates for industry-focused education Building public acceptance of ROSATOM projects in the regions where nuclear energy facilities are located Schoolchildren University students Workers and engineers Schoolteachers and university teachers visitors of Nuclear Industry Information Centers from Russian cities 6 centers abroad State-of-the-art technology solutions always require highly qualified specialists that could look at the task they face from various perspectives and use tools and methods that may not always be obvious. Fast-track route toward gaining such competency is early professional self-determination and the right choice of occupation. So it s crucially important to determine one s interests and develop key competencies in one s given field, which is the essence of a system of professional navigation. Eugene Kaspersky CEO Kaspersky Lab Nuclear Industry Information Centers projects for promotion of nuclear power among youth FORSAGE Innovation Forum Monitoring the need for graduates in the nuclear industry The Olympiad Nuclear Education in Russia held in Vietnam, South Africa, Egypt, Bangladesh ROSATOM kindergartens cities schools ROSATOM School сhildren and teachers and educators taking part in the ROSATOM School project ROSATOM Career Days Tournament of Young Professionals (TEMP) ROSATOM Schoolchildren 1000 employed graduates every year, 10 % HiPo ROSATOM is not a regular modern company; they always know exactly what and who they want. Even though, sometimes very strict, they are classy in a way they treat and train people, always on top of every new trend. I would say, it is often hard for industrial companies to keep up with quickly changing talent world, but ROSATOM does its homework. participants of ROSATOM 8000Career Days in 2017 Maria Berezovskaya Regional Manager Russia, CIS & Ukraine Universum Global Olympiad Nuclear Education in Russia for non-residents AtomSkills Laboratories WorldSkills International Competitions TOP 5 employers attractiveness ranking Universum 2016

5 3 4 Development Retirement GOALS AUDIENCE ROSATOM CORPORATE ACADEMY FORSAGE Innovation Forum Mentoring Providing personnel succession PROJECTS AND TECHNOLOGIES Monitoring of needs for workers and engineers from professionals AtomSkills Championships REKORD Talent pool development programs for HiPo, line, middle, senior level managers and top executives Knowledge systematization and transfer Career management and succession planning system WorldSkills Hi-Tech Russia Competitions New Hire onboarding Improving employees performance management 34% top executives are mentors 19 competencies 1500 experts and participants AtomSkills % promotions from the talent pool competencies 48 participants 10 medals WorldSkills Hi-Tech 2016 All industry employees trainings per person conducted in training programs "The nuclear industry s most valuable asset is people. Their intelligence, skill and commitment to the industry are essential. This is why ROSATOM is engaged in an ongoing effort to improve training for workers and engineers. Today, our industry adopted a system-wide approach based on implementing best practices and tools. Outreach to schools, working with students at partner universities, recruiting the best of them and ensuring lifelong learning opportunities for industry workers are all vital prerequisites for the corporation s leadership on the global nuclear energy market. It is the high-skilled workers and engineers who will pave the way to success and the long-term development of ROSATOM and therefore the country as a whole." Dr. Kerstin Seise Cooperation and Coordination in New Markets, Head of International Projects at the Leipzig Chamber of Crafts (Germany), WorldSkills Germany representative in Russia 5 Engaging into ROSATOM Corporate Culture GOALS AUDIENCE ROSATOM CORPORATE ACADEMY Improving trust and effectiveness of interaction among personnel PROJECTS AND TECHNOLOGIES Management by values. Values training and assessment Engagement survey ROSATOM Man of the Year Building personnel engagement at the level of the best employers Personnel readiness for change Spontaneous knowledge of values in 2016: 52% engagement level reached All industry employees 77%in 2016 ROSATOM management is facing a very challenging task, which is to change the corporate culture of a corporation comprising hundreds of companies. Nevertheless, managers are introducing purposeful changes based on common goals and values, and ROSATOM top executives are not only the initiators but the driving force of these changes. This approach has a future. Karl-Heinz Oehler Partner and Managing Director Denison Consulting Europe Information Sharing Days. Director Days Change support teams nominations of ROSATOM Man of the Year Award applications winners

6 FOR NOTES DISCLAIMER: The content of thе present edition is for discussion purposes only, shall not be considered as an offer and doesn t lead to any obligations to ROSATOM and its affiliated companies. ROSATOM disclaims all responsibility for any and all mistakes, quality and completeness of the information.

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