The Company regularly develops new, and updates existing, training programs to help employees deepen their knowledge in engineering, geology, mining, environmental protection, and other fields.
NOVATEK employees take part in professional development programs and individual training programs. To evaluate training effectiveness, the Company analyzes the feedback submitted by participants after training and tests their knowledge through a remote learning system.
In addition, the Company has in place a corporate technical competency assessment system, which enables competency development monitoring of engineering staff. Personal development in 2022 covered the following trainings for employees: Self-Organization, Presentation Skills, Cross-Functional Interaction, Value Thinking, Mentoring Culture, Teamwork, My Career, and Routine Management Practices.
In addition to in-house training, NOVATEK supports employees who choose education at state universities, providing them with days off or educational leave.
For years, NOVATEK has been developing its continuing education program for students, from school to university. The project aims at recruiting highly qualified and educated young people from the Company’s regions of operation.
Hired graduates participate in Steps in Discovering Talents, a two-year program for onboarding young talent and helping them develop professionally through on-the-job adaptation and development.
A mentor is assigned to each young specialist participating in the program, who helps onboard their newer colleague during their first year of employment with the Company. In addition, an Individual Development Plan is drafted up for each program participant for the year ahead, including monthly working meetings to discuss goals and objectives, and progress toward them as well as to offer feedback. Young specialists can also submit feedback and suggestions either to their mentor or directly to the HR Department’s program supervisors. The priority goal of the process is to provide employees with an opportunity to give the most objective evaluation of their satisfaction with various aspects of daily life, such as organization of day-to-day operations, salary, career advancement opportunities, team climate, relations with management, etc.
Young specialists with a high final program score and documented proof of outstanding professional performance can be recommended for the talent pool.