JSC Atomenergoprom Annual Report
JSC ATOMENERGOPROM / ANNUAL REPORT / 134
Training as part of ESP development programmes
Develop-
ESP level
ment pro-
gramme
Key training topics
Number of participants60
2020
2021
2022
Shaping the Future, Virtuosos of
ROSATOM's
Assets
Management, Communication in Times of
Change, Marketing, Finance
368
391
416
Senior executives
ROSATOM's
Assets. Basic
Level
Strategy, Leadership and People
Management, Change Management and
Horizontal Interaction, Marketing, Finance
368
427
491
Middle-level
executives
ROSATOM's
Capital
Junior executives
ROSATOM's
Talents
Leadership and Project Management,
Advanced Leadership Skills, Data
Management, Situational Leadership
2,060
2,271
2,448
2,215
2,376
2,565
Total
5,011
5,465
5,920
In 2022, 1,678 consultations were held in more than 70 organisations in the industry. In 2022, the service
was highly rated by the employees (84% would recommend career counselling to their colleagues).
Counselling is available both offline and online. In addition, the service provides support to employees
going through a career crisis and helps them to shape their future career strategies.
Employee training
The development of employee competences is a major priority of JSC Atomenergoprom's HR policy.
131,200 employees of JSC Atomenergoprom and its organisations underwent training or retraining or
completed professional development programmes in 2022.
The number of training hours per employee in JSC Atomenergoprom's organisations averaged 49.04 hours
in 2022.
Annual average training hours per employee in JSC Atomenergoprom's organisations
by employee category
Employee category
2020
2021
Successor assessment
An innovative approach to assessing high-potential employees has been introduced in order to improve the
quality of succession plans and the transparency of employee promotion processes. Executives are involved
in talent assessment and are responsible for developing succession plans. This helps to reduce the duration
and cost of assessments. In order to share experience and ensure that decisions are made objectively,
the assessment methodology involves the possibility of cross-functional or cross-divisional cooperation,
whereby executives participate in the assessment of other executives who are candidates for managerial
positions. Succession candidates are assessed in terms of their commitment to corporate values, the relevant
professional and managerial experience and knowledge, motivation and potential.
In 2022, 2,857 candidates for executive positions in all of the Company's core Divisions (more than 80
organisations) were assessed by executives of the organisations and holding companies.
The methodology is based on the best practices adopted in major international companies and was piloted
in 2018.
Career counselling
To achieve the goal of being the best in unlocking talent in accordance with ROSATOM's 2030 Vision,
individual career counselling has been provided since 2020. This service helps employees to identify
their strengths, decide on their next career move and initiate a career development discussion with their
manager. There are currently 54 career counsellors working in the industry. A retraining programme for HR
specialists has been developed and piloted. The programme offers a fast and effective way to expand the
pool of career counsellors in the industry.
Executives
Specialists and white-collar workers
Blue-collar workers
2022
60.2
81.4
77.2
34.8
50.7
43.8
44.0
61.9
45.7
GRI 404-2 Annual average training hours per employee in JSC Atomenergoprom's organisations
by employee gender
Employee gender
Female
Male
2022
33.76
55.16
GRI 404-2 Training for specialists and executives in the industry is provided primarily by the Autonomous Non-Profit
Organisation Corporate Academy of State Corporation Rosatom (hereinafter referred to as the Rosatom
Corporate Academy), including its new venue, the Andrey Sakharov Cultural and Education Centre
Mayak Academy, and the Autonomous Non-Profit Organisation Rosatom Technical Academy (hereinafter
referred to as the Rosatom Technical Academy). Currently, both Academies are full partners of ROSATOM in
achieving its strategic objectives; they implement projects directly relevant to prioritised areas of business
development.
The portfolio of the Rosatom Corporate Academy comprises more than 550 training programmes,
including online and video courses, face-to-face and mixed-format programmes. A variety of training
formats are used. They include conventional, innovative and even experimental ones, for instance, the
edutainment format, which helps to make training exciting, or My Best Mistake sessions, during which
managers tell trainees about those mistakes from which they have been able to learn. Yet another example
of an experimental format is immersive oculography: employee training and testing through simulation of
a workplace situation in virtual reality.
60. The number of participants included in the ESP is shown as a cumulative total for the period from 2017 through 2022.
HR POLICY AND SOCIAL RESPONSIBILITY
HR POLICY AND SOCIAL RESPONSIBILITY
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