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« January, 2021
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The Company's main asset is its highly professional staff motivated to work efficiently. In 2018, the average number of employees of Rosneft Group companies perimeter of the business plan was 308.0 thousand. In comparison with 2017, the average staff number increased by 5.9 thousand. The main reasons for the increase in the Company's average headcount are the acquisition, creation or inclusion in the Company's business plan of new assets, the hiring of personnel from contractors to the Group companies, and the increase in the number of companies due to the expansion of business volumes.

The average age of the Company's personnel remained practically unchanged at 40.2 years (40.1 years at the end of 2017). Executive positions were held by 38.1 thousand people. (as of the end of 2017 - 37.3 thousand people). At the same time, the share of employees classified as managers in 2018 remained virtually unchanged compared to 2017 (12.3%) and amounted to 12.4% of the total average number of employees.

Labor and organizational efficiency

Improving labor efficiency remains one of the Company's top priorities. For that purpose, in 2018, the Company updated its internal corporate methods for calculating labor productivity indicators for the Company as a whole, the main business units and the Group Companies of the main business units. The target value of the Company's overall labor productivity indicator for 2018 (under comparable conditions) was met. Rosneft developed a list of measures to increase labor productivity in the Company. The activities are included in the Company's Long-term Development Program, the report on the implementation of which is carried out on an annual basis. Labour productivity indicators for the Group companies of the main business units are taken into account when approving the planned number of employees as part of the annual business planning procedure.

During 2018, standard organisational structures (SOS1) were developed for the production and functional areas of the Group's main business units and their phased implementation in the period up to and including 2020 (SOS 14 were developed and implemented in the Emergency Response Team). The work will continue in 2019.

In order to benefit from the automation of methodologically unified HR business processes, the methodology of the Unified Corporate Template for Personnel Management, Remuneration and Social Development was replicated (UCT) in 34 Group companies on the basis of two corporate IT platforms: SAP and 1C.

1 SOS - standard organizational structure, includes a typical chain of command, a detailed description of functions, and function-specific staff number standards (if applicable and possible)