Uralchem is convinced that the professional and personal growth of its employees guarantees a successful future. That is why our staff can expand their education using various programmes and platforms, including online courses, and successfully build a career in the Company.
Key corporate employee development programmes include:
- developing internal training centres
- introducing digital educational services
- introducing a sectoral system of professional qualifications
- creating a performance management system
We implement a set of long-term corporate programmes in vocational training, managerial and leadership development, and activities to attract young people to our production facilities and create conditions for professional self-realisation and career growth. The programmes cover three main areas:
compulsory vocational training for workers and specialists
In line with Uralchem’s focus on digitisation, 2,500 employees completed online educational courses in 2021.
For several years, special corporate programmes have been successfully running to develop leadership and shape innovative thinking. For example, all line managers of Uralchem participate in the ‘Management School’ programme.
All production facilities are introducing a system of professional training in the priority jobs for the Company.
- Over 800 employees completed various programmes of vocational training, professional development and leadership training.
- About 2,500 employees completed online training courses.
Individual development programmes
Uralchem seeks to award employees for their individual achievements, and so the Company’s production facilities are launching a system of individual development programmes, which allows employees to set individual development goals with guidance from their superiors.
The system is based on collective and individual KPIs and uses the MyGoals platform to set semi-annual and annual goals.
A feedback mechanism was introduced to allow employees to receive advice and be rated not only by their immediate supervisors but also by peers.
Attracting and retaining talents
In order to form human resources potential, Uralchem cooperates with 25 educational institutions of higher and secondary vocational education. As part of this cooperation, we attract talented young specialists for practical training and internships, contribute to developing educational programmes, organise ‘Knowledge Days’ and ‘Open Days’, competitions, lectures, and intellectual games, and offer employed university scholardhips.
95 students completed practical training at the Company’s facilities in 2020 and 132 - in 2021.
The Company's facilities run long-term incentive programmes to retain talents.
In order to fill vacancies with internal reserves, the Company runs succession programmes. In 2021, the share of vacancies filled with internal reserves was 41%.
Employee engagement monitoring
The Company values its employees and wants to evolve accounting for their opinion. In 2020, Uralchem launched a strategic HR initiative to find out their attitude to the Company as an employer through a survey of all employees. The eNPS (employee Net Promoter Score) is an index of net loyalty of employees, which measures satisfaction with the working conditions and commitment to the Company. Uralchem plans to make this study annual, and to find out the opinion of employees on a quarterly basis using other modern tools.