Investor Presentaiton
Sustainable Development
Intangible motivation
In order to retain qualified specialists, the Russian
Aquaculture Group pays attention to internal social
programmes and intangible employee motivation
programmes.
The following programmes are in effect in the Group:
• system of benefits (voluntary health and accident
insurance, corporate transport and housing, valuable
gifts for holidays to employees and their children,
organisation of social and corporate events, annual
best employee awards);
programmes to support employees in difficult life
situations;
• programmes to involve the younger generation
in environmental issues (children's competitions
and other events).
All employees working in the Far North (subdivisions
in the Murmansk region and the Republic of Karelia)
are covered by the Dark Nights corporate programme,
which aims to ease the psychological condition
of employees during winter months and particularly
during the polar night.
The project includes:
•
social and cultural events (tickets to theatres, concerts
and other events are purchased following an analysis
of employees' interests);
• sports events (swimming pool and sports club
memberships are purchased for employees, team
games such as football, hockey and various marathons
are sponsored);
• weekly supply of fresh vegetables, fruit and vitamins
to workers and their families;
.
improvement of amenities in remote locations.
Human resource training and development
The Russian Aquaculture Group focuses on improvement
of professional knowledge, skills and abilities
of its employees to effectively solve the tasks within
the Company strategy.
The Group's business is specific; we employ highly
qualified specialists in various fields, and many of them
are required to periodically confirm their qualifications
and undergo further training. This primarily implies safety
of the employees as they perform high-risk operations
on water and underwater, and the responsibility
of the business.
RUB >7 mln
invested in staff development
and training in 2021
Key Competencies in Fish Farming
Norwegian VAL college has been a Company's partner
in the development of key competencies in fish farming
for more than four years; new fish cages complex
employees are annually sent there in March-April
to obtain theoretical and practical skills.
Employees of the Company's Biological Service
receive annual training from Norwegian partners
as well as at Russian educational institutions, gaining
theoretical and practical knowledge in biological safety,
health prevention and fish disease diagnosis.
Drawings by children from the Murmansk region, who have taken part
in the Underwater World competition organised by the Company
The following types of training are used in the Group:
•
•
Core external: mandatory refresher courses for certain
positions, health and safety and environmental
training.
Additional external: developing staff competences,
gaining new knowledge.
• Additional internal: training is provided by employees
with the best competencies in certain areas.
For the external training programmes, the Company
cooperates with higher education institutions: Skolkovo
Innovation Centre, Northern Federal University
named after M. V. Lomonosov, Moscow State Institute
of International Relations (MGIMO), Bauman Moscow
State Technical University, as well as various consulting
companies.
All employee training is organised centrally
by the Human Resource Department in accordance
with the current training plan within the set budget.
Development of Managerial
Competencies and Professional Skills
The present-day business processes are permanently
changing, and as new technologies appear, competencies
and managerial skills of the employees shall
constantly improve. The Company actively cooperates
with the Skolkovo School of Management, large training
centres in Russia and abroad. This is an investment
in the future of employees and the Company as a whole.
Training Effectiveness Evaluation
The following tools are used to evaluate
the effectiveness of the training provided:
assessment of the participant's satisfaction
with the training;
• assessment of the training material assimilation;
• assessment of the dynamics of the trainee's working
behaviour, including competences (within one month
of training by observation of the employee by the line
manager);
assessment of the dynamics of the trainee's
performance changes;
• assessment of the dynamics of the Company's
performance changes and the financial effect
of the training.
Based on the results of the training effectiveness
evaluation, the content of the programme may be
revised, the training provider and other parameters may
be changed.
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PJSC Russian Aquaculture | Annual Report 2021
www.russaquaculture.ru/en/
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