ROSATOM HR SOLUTIONAPPROACH TO HUMAN RESOURCE DEVELOPMENT
ROSATOM HR PRIORITIESROSATOM 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:
Improving satisfaction of business community
with HR service
Developing HR partnerships for business through outreach to top executives
Developing personnel competencies at the pace
of business
Providing young qualified specialists for the industry. Adaptation and training for young specialists
Building a comprehensive system for training workers and engineers
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
Fostering employee motivation to achieve
priority goals
Fine-tuning motivation tools in line with
business priorities
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
Involving executives in selection and assessment processes for talent pool candidates
Providing business with the IT system for talent pool and succession management
Building a results-driven culture
Increasing trust toward executives and the pace of employee adaptation to change
Engagement management
Improving interaction
efficiency
This edition presents an overview of ROSATOM HR practice based on the key processes and its projects and technologies:
ROSATOM HRD ROADMAP
2ACQUISITION
1PROFESSIONAL ORIENTATION
22 231 7EARLYLEARNING
SCHOOL EDUCATION
HR
PR
OC
ESSE
SR
OSA
TOM
HR
PR
OJE
CTS
AN
D T
ECH
NO
LOG
IES
VOCATIONAL EDUCATION (COLLEGES)
HIGHER EDUCATION (UNIVERSITIES)
18AGE
ROSATOM SCHOOL
ROSATOM SCHOOLCHILDREN
ATOMSKILLS LABORATORIES
PROMOTION OF NUCLEAR ENERGY AMONG YOUTH
ROSATOM CAREER DAYS
TOURNAMENT OF YOUNG PROFESSIONALS (TEMP)
MONITORING THE NEED FOR GRADUATES IN THE NUCLEAR INDUSTRY
OLYMPIAD “NUCLEAR EDUCATION IN RUSSIA”
WORLDSKILLS INTERNATIONAL COMPETITIONS
3DEVELOPMENT
MONITORING THE NEED FOR WORKERS AND ENGINEERS (PROFESSIONALS)
REKORD
PERFORMANCE MANAGEMENT
CAREER MANAGEMENT AND SUCCESSION PLANNING
TALENT POOL DEVELOPMENT PROGRAMS
4RETIREMENT
60+ON-THE-JOB TRAINING, ADDITIONAL EDUCATION (FURTHER DEVELOPMENT)
FORSAGE INNOVATION FORUM
ATOMSKILLS CHAMPIONSHIPS
NEW HIRE ONBOARDING
WORLDSKILLS HI-TECH RUSSIA COMPETITIONS
PROFESSIONAL TRAINING
EMPLOYEE ENGAGEMENT. MANAGEMENT BY VALUES
ROSATOM MAN OF THE YEAR
INFORMATION SHARING DAYS. DIRECTORS DAYS
5ENGAGING INTO ROSATOM CORPORATE CULTURE
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.
Dear colleagues!
Tatiana Terentieva HR Director of ROSATOM
1 PROFESSIONAL ORIENTATION
2 ACQUISITION
3 DEVELOPMENT
4 RETIREMENT
5 ENGAGING INTO ROSATOM CORPORATE CULTURE
“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.”
Maria BerezovskayaRegional Manager Russia, CIS & UkraineUniversum Global
“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 KasperskyCEOKaspersky Lab
over 200 000 сhildren and 17 000 teachers and educatorstaking part in the ROSATOM School project
over over200 400 22
2 300 000The Olympiad “Nuclear Education in Russia” held in Vietnam, South Africa, Egypt, Bangladesh
visitors of Nuclear Industry Information Centers from 2008
17 Russian cities 6 centers abroad
over
ROSATOM schools
kindergartens cities
Enhancing ROSATOM
attractiveness as employer
Promoting education in the field of nuclear
energy
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
PROJECTS AND TECHNOLOGIES
1000 employed graduates every year,
10 % — HiPo
over
participants of ROSATOM Career Days in 2017
8000TOP 5 employers attractiveness ranking
Universum 2016
AUDIENCE
Professional OrientationAcquisition
Schoolchildren University students
Schoolteachers and university
teachers
Workers and engineers
GOALS
12
Olympiad “Nuclear Education in Russia” for non-residents
AtomSkills Laboratories
ROSATOM Career Days
Tournament of Young Professionals (TEMP)
ROSATOM School
ROSATOM Schoolchildren
WorldSkills International Competitions
FORSAGE Innovation Forum
Monitoring the need for graduates in the nuclear
industryNuclear Industry Information Centers projects for
promotion of nuclear power among youth
over
Monitoring of needs for workers and engineers from
professionals
AtomSkills Championships
Talent pool development programs for HiPo, line, middle, senior level
managers and top executives
FORSAGE Innovation Forum
Mentoring
REKORD
New Hire onboarding
WorldSkills Hi-Tech Russia Competitions
Career management and succession planning
system
Knowledge systematization and transfer
Improving employees’ performance management
Providing personnel succession
AUDIENCEGOALS
RO
SA
TO
M C
OR
PO
RA
TE
AC
AD
EM
YR
OS
AT
OM
CO
RP
OR
AT
E A
CA
DE
MY
Building personnel engagement at the level
of the best employers
Personnel readiness for change
GOALS
Management by values. Values training and assessment
ROSATOM Man of the Year
Engaging into ROSATOM Corporate Culture
Engagement survey
Change support teams
Information Sharing Days. Director Days
5
"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 SeiseCooperation and Coordination in New Markets, Head of International Projects at the Leipzig Chamber of Crafts (Germany), WorldSkills Germany representative in Russia
“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 OehlerPartner and Managing DirectorDenison Consulting Europe
10 competencies 48 participants 10 medals WorldSkills Hi-Tech 2016
19 competencies 1500 experts and participants AtomSkills 2016
55%
2000034%
52%
140
promotions from the talent pool
training programs
over
top executives are mentors
Spontaneous knowledgeof values in 2016:
trainings per person conducted in 2016
over
77% in 2016
53 1465 260nominations of ROSATOM Man of the Year Award
applications winners
34
PROJECTS AND TECHNOLOGIES
Improving trust and effectiveness of interaction
among personnel
PROJECTS AND TECHNOLOGIES
All industry employees
AUDIENCE
All industry employees
engagement level reached
DevelopmentRetirement
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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