Personnel development

NLMK creates new incentives, expanding opportunities for professional growth and development of its employees, introduces new teaching methods to improve their professional skills and to increase productivity.

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.

  • 46% employees

    participated in educational programmes in 2015

  • 137.6 m RUB

    invested in the training and professional development of NLMK's employees in 2015

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

Educational seminars

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.

Shaping and training of the talent pool

Talent Pool focuses on the members of the staff, who have passed certain tests and qualify as high potential employees who have the required capacity to perform the duties of their immediate leader. Employees included in the talent pool take additional training for the position in the pool.

Members of the talent pool have access to various forms of training:

Compulsory:

  • 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.

Extra-curricular training:

  • training following the results of professional evaluation;
  • presidential programme;
  • English courses;
  • targeted courses.

High potential employees programmes

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

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.

PC training systems

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.

E-learning

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.

Professional competitions

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.

Project competitions

  • Best in Profession

    A professional skills competition for working trades, aimed at promoting professional development. The contest proceeds in two stages: theory (test), practice and simulation of working situations. The winners are awarded with financial prizes.

    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.

  • Mentor of the Year

    In order to motivate mentors and to increase their production, creative, social activity and to attract qualified personnel to become mentors. In order to motivate mentors, to increase their production, creative, social activity, and to attract qualified personnel to become mentors, there is a review competition "NLMK's Best Mentor” held at the end of calendar year. Because of the competition, those mentors who are efficient in terms of onboarding process for the employees are awarded the title "Best Mentor of the Year" and receive financial prize.
    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.
  • Engineer of the Year

    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.

    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.

  • Tradesman of the Year

    Tradesman of the Year competition has been on since 2005. The employees of Company participating in the competition, take occupational test, participate in business games and give a presentation of their project. The winners and laureates are awarded with financial prizes.

    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.