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« July, 2021
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Staff

The main asset of the company is a highly professional staff, motivated to work effectively in the difficult realities of today.

In 2020, the actual headcount of the Rosneft Group Subsidiaries amounted to 342.7 thousand people1. In comparison with 2019 (315.4 thousand people), the average headcount increased by 27.3 thousand people.

The main reasons for the increase in the average headcount of Subs in the Group are the increase in the number of Subs in the Group due to the expansion of the business2, as well as the acquisition or inclusion of a number of assets in the perimeter of the Company's business plan3.

The average age of the Company's staff increased by 0.3 years and amounted to 40.6 years (at the end of 2020 – 40.3 years). Management positions were held by 43.9 thousand people (at the end of 2019, 40.8 thousand people). At the same time, the share of employees classified as "managers" in 2020 remained virtually unchanged and amounted to 12.3% of the total number of headcount (12.2% at the end of 2020).

Organizational efficiency

Improving labor efficiency has been and remains one of the Company's key priorities. The target value of the labor productivity indicator as a whole for the Company at the end of 2020 (in comparable conditions) has been met. Rosneft has developed a list of measures to increase labor productivity in the Company, which is updated annually as part of the Company's Long-term Development Program. Labor productivity indicators as one of the KPIs are included in the performance indicators of a number of top managers of the Company, including the Chief Executive Officer, as well as top managers of the Subs of the Group of main Business Blocks.

In the course of 2020, 5 standard organizational structures (SOS) were developed and brought to the Group's Subs in accordance with the functional areas of the Group's Subs' activities. Their phased implementation is planned for the period up to and including 2022. 

In order to benefit from the automation of methodologically unified HR business processes, the Company continued to replicate the methodology of the "Unified Corporate Template for Personnel Management, Remuneration and Social Development" on the basis of two corporate IT platforms: SAP and 1C.  According to the results of 2020, the circulation works were completed in 7 more Subs of the Group.

In order to benefit from the unification and automation of HR business processes, the project to withdraw the HR Accounting function from the Group's Subs according to the approved schedule was continued, which allowed optimizing the number of employees engaged in this function and obtaining an economic effect. During 2020, the function was withdrawn from another 13 Subs of the Group.  The project will continue in 2021 and beyond.

1 Along the perimeter of the Company's business plan.
2 LLC RN-Yuganskneftegaz (+0.6 thousand people), LLC Kharampurneftegaz (+0.7 thousand people), RN-Security (+1.2 thousand people), etc.
3 SIBINEK GROUP Subs (~ 19.3 thousand people), St. Petersburg Fuel Company LLC (~1.3 thousand people) PJSC Samaraneftegeofizika (+1,0 thousand people).