Talent pool development
The Gazprom Neft approach to talent pool development is to make sure that key positions across the company are filled by building a succession pool, with objective selection and targeted training of its members.
Gazprom Neft’s approach to building its talent pool
Succession management at Gazprom Neft is holistic and cyclic, following an annual talent management cycle.
The talent pool building process is integrated with regular corporate employee-evaluation procedures:
- regular performance evaluation;
- management by objectives — a tailored goal-setting system;
- the contribution evaluation commission — contribution evaluation based on employee-driven results;
- 360° feedback — employee evaluation by their entire working environment: juniors, peers and clients.
Gazprom Neft also builds a managerial talent pool both for top and senior management positions, as well as for other levels of management. All decisions regarding the talent pool are made by the relevant Division, Function, subsidiary or affiliate.
Talent committee meetings held in 2020 for succession planning identified over 2,000 “reservists” for key positions. Individual development plans were created for over 70% of these “reservists” to train them for their target roles.
In 2020, 1,849 employees completed retraining and upskilling programmes at Gazprom Neft partner higher educational institutions (HEIs).