Главная Учебники - Разные НАК „НАФТОГАЗ УКРАЇНИ“. Річний звіт англійською (2017 рік)
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OUR RESPONSIBILITY ANNUAL REPORT 2017 165 164 Social security for the employees of Naftogaz group In 2017, total expenditure on personnel social security amounted to UAH 1.9 billion, which is 7.6% more than in 2016. In 2017, the average monthly wage across Naftogaz group increased by 24.5% compared to 2016 and amounted to UAH 13 374 per month. The expenses of the Naftogaz group companies for social security of employees in 2017, UAH million By Naftogaz group companies, UAH million 119�7 UKRTRANSNAFTA 110�3 NAFTOGAZ 30�9 OTHER ENTERPRISES 648�7 UKRNAFTA 597�2 UKRGAZVYDOBUVANNYA 441�1 UKRTRANSGAZ Total in 2017 1 947.9 445�2 OTHER SOCIAL SECURITY PAYMENTS 416�2 HOLIDAY AND ANNIVERSARY BONUSES 371�2 MAINTENANCE OF SOCIAL FACILITIE 163�2 ONE-OFF 34�9 HEALTHCARE 25�7 PAYMENT 132�1 REHABILITATION 359�4 FINANCIAL ASSISTANCE, IN- CLUDING EMPLOYEES’ HEALTH IMPROVEMENT Total in 2017 1 947�9 Employee remuneration scheme In 2017, in order to create a fair remuneration system linking the strategic objectives of the enterprises with the performance of employees and aimed at increasing the motivation of employees, Naftogaz group companies successfully introduced a grade remuneration scheme (Naftogaz, Ukrtransnafta, Ukrgazvydobuvannya) and goal-oriented management system (Ukrtransnafta, Ukrgazvydobuvannya). This grade system is based on hierarchical groups of positions – grades – depending on the tasks and functions of each position and the value created for the company. The introduction of a new remune ration system allowed the group to: – introduce a flexible remuneration management system; – offer competitive wages to engage and retain qualified employees; – create opportunities to earn honestly and thus prevent corruption; – make the wage structure transparent; – link the remuneration system to business goals. The introduction of grades and of a goal-oriented management system at Naftogaz group created conditions for the development of a consistent remuneration policy and benefit system according to international practices and best standards in HR management. Staff assessment and career management In order to create a highly professional personnel reserve at the enterprises of the group, personnel evaluation is in place, while the managerial and workforce personnel reserve are subject to selection and staff undergo training. UKRTRANSGAZ In view of the specifics of the core operations of the company, a professional certification of employees is carried out – its scope and frequency is regulated and supervised by the supervisory authorities. Employees are tested by wage rate and qualification commissions for professional development and included in the personnel reserve. In order to promote the professional development and professional careers of young specialists, young specialist conferences are regularly held at Ukrtransgaz. Special attention is paid to the young specialists who demonstrate rationalization skills and are keen to improve the forms and methods of the production process, contributing to their development and continuous training. UKRGAZVYDOBUVANNYA In 2017, corporate, managerial and professional competencies were developed to evaluate employees of different levels and a wide-scale personnel training system based on the defined competencies was introduced. Personnel evaluation is carried out via performance development review. The collective agreement of the enterprise establishes the frequency of employee assessment as once every five years, and determines the categories of employees to be assessed. Young specialists who have been working for less than three years enjoy certain privileges regarding assessment obligations. Creating a personnel reserve and career management system is the main task for 2018. UKRNAFTA Ukrnafta has begun the transformation of its training and course centers together with the unification of activities in order to provide high-quality modern knowledge among its working professions. More than 180 employees of Ukrnafta received opportunities for career growth in 2017. This included both vertical opportunities to become head of a unit, shop or service, and horizontal opportunities to join projects and become experts in their field. In 2017, a group was created that includes 34 promising young specialists from different structural units of the company that will form the basis of the personnel reserve. In order to reveal the managerial potential of young employees, a training and development MIST (abbreviation for Youth, Initiative, |