NLMK Group sees investment in the professional development of employees as a prerequisite for ensuring a long-term competitive advantage and dynamic development, as well as for increasing the value of human capital and ultimately the intrinsic value of the Company.
Areas of continuous training
- Professional adaptation and training of employees for additional technological and adjacent professions
- Evaluation training and certification in the sphere of occupational safety
- Additional training for the Company's employees across all areas of professional expertise
- Professional development of senior managers and members of the talent pool
- The development of professional competencies of young talented leaders
- Training for mentors, adjunct professors, and instructors of in-plant training
- Intra-company internship
- English classes for managers and specialists
Professional Development Programmes
A number of specialized seminars were developed for the managers and employees. For example, ‘Total Management System’ was developed with the involvement of Toyota Engineering Corporation to enhance the skills of NLMK Group's managers. For advanced training of deputy chiefs of shops, facilities, executives and specialists specialized seminars were developed i.e. "Perspective development of process control system based on Lean, 6 Sigma, TPM" and "Total equipment operation system" and others.
Members of the talent pool have access to various forms of training:
- trainings for managers appointed to the position for the first time;
- internships in the capacity they are qualified for;
certifying trainings to obtain permits and authorisations to service hazardous facilities, i.e. facilities monitored by Rostekhnadzor and other supervisory agencies.
Standard training programmes:
- specialized workshops;
- trainings for development of managerial and soft skills
- target-oriented internships; self-training.
- training following the results of professional evaluation;
- presidential programme;
- English courses;
- targeted courses.
The Company has a "Programme of development activities for NLMK's high potential youth", which helps to use the potential of promising young professionals to address the strategic goals of the Company and gives them individual opportunities for personal professional development.
Professional mentoring is a most important stage of new employees training; it allows to keep and share professional knowledge. Mentors from among heads of departments, supervisors, experts, and highly qualified blue-collar workers help newcomers achieve the desired level of performance and quality. At the end of the year the plant determines the best mentor as part of Mentor of the Year competition.
For the employees to practice their action in different occupational set ups including contingency situations the plant has been using computer simulators since 2009. Based on the original software, the training system allows you to simulate various processes, and covers more than 40 metallurgical and related specialities. In 2015, over 1,400 employees took training using the simulator.
NLMK has an e-learning system NLMK-WEBTUTOR. Employees can log into the system from their work and home PCs, laptops and mobile devices. More than 10,000 employees are registered in the system.
The e-library is growing every year. Currently there are 42 e-courses in the e-learning system (soft skills, managerial skills, OHS, environment, fire safety, Office software operating skills).
3410 employees received e-training in 2016.
To identify and give an impetus to the most promising and effective employees and to form NLMK's corporate culture there are regular competitions of professional skills "Best in Profession", "Master of the Year", "Engineer of the Year", "Young Leader", "The Best Mentor”. Over 2.3k employees participated in the competitions in 2015. In 2015, NLMK organized the first in Lipetsk region open championship of welders according to WorldSkills Russia procedure. The professional assessment of each of the 12 competitors was entered in a national database.
A blue-collar professional skills competition is held annually to celebrate the Steelworker’s Day and aims to foster professional development. It has two stages: a theoretical testing stage and a practical one. Winners receive monetary awards.
Striving to motivate coaches and mentors and encourage them to be more active in their work, creative activities and social life, and in order to engage qualified employees in mentoring, the Company holds the Best Mentor competition at the end of each year.
Top-performing mentors who excel at helping new employees become acquainted with the organisation are named the Best Mentor of the Year and receive monetary awards.
Employees who present their engineering projects developed within the previous year can participate in Engineer of the Year competition. The authors should have higher professional education and at least one year of working experience in NLMK. The jury choose winners in a face-to-face project review. The winners are awarded cash prizes; recommended for participation in regional and All-Russian "Engineer of the Year” competitions.
The Foreman of the Year competition has been held by NLMK Group’s regional operations since 2005. Company employees taking part in the competition go through on-the-job testing, play business games and present a project. Winners receive monetary awards.