Talent development

Investing in the knowledge and skills of employees is strategically important for bolstering NLMK Group's leadership position. Each company within the Group has talent and skills development programmes.

High-quality professional training ensures high level of competence necessary to respond to professional challenges the employees face at work. It also increases employee loyalty, forms a favourable social and psychological climate at the workplace and directly impacts the development of corporate culture.  

Employee training system is designed to meet the individual needs of departments and present-day requirements to staff competence. Professional mentoring is the most important stage of the onboarding process. It allows to retain and pass the professional knowledge accumulated in NLMK Group on to new employees.

Currently NLMK Ural has over 200 mentors, including experts in theoretical education and vocational instructors.  

Mentors from among the heads of departments, supervisors, and foremen assist their mentees to navigate in a professional environment, set the pace for professional improvement and develop individual training programmes aimed at achieving professional goals.  

In order to improve the quality of vocational and further training the Company also has a training programme for mentors. Corporate Teacher project was launched in 2015. The outcome of the project is 28 teaching kits with lecture materials, case studies, tests and workbooks.  

Also in 2015, the Company organized a workshop for mentors who shared their professional expertise in onboarding process for young employees. This programme included the basics of pedagogy and organization of on-the-job training. All in all 28 mentors received training in 2016.

  • > 200 mentors 

    at NLMK Ural

  • 14 employees 

    received training on active learning

Main areas of development

  • Professional mentoring;
  • Professional training;
  • Versatility training;
  • Training in all areas of professional activity;
  • Training and development of the talent pool.

Staff development system is designed to meet the individual needs of departments and specialties, as well as present-day requirements to staff competence.

Talent pool

Talent Pool consists of certain members of the staff, who have successfully passed the tests and qualify as high-potential employees who have the capacity to perform the duties of their immediate leader.

Employees, who form the talent pool, take on additional training for their future potential capacity.

Employees from the Talent Pool have access to:

  • Development courses
  • Training in higher and secondary educational institutions at the expense of the Company
  • Pre-training and certification
  • Internship in the capacity they are qualified for


Competitions

  • Best in Profession

    Every year the Company holds professional competitions to improve the prestige of working professions, develop technical creativity, encourage the employees to improve their labour productivity and qualification.

    Over 70 employees of NLMK Ural participated in such competitions in 2016.

    Every year the company holds Best in Profession competitions to improve the prestige of working professions, develop technical creativity, encourage the employees to improve their labour productivity and qualification. The competition helps to identify and support the most promising and effective working employees and to promote professional growth of young workers.

    Any blue-collar worker who was admitted to perform qualified work for profession for which there is a competition. The level of theoretical training and practical skills of participants is determined by the test questions and practical tasks.

  • Corporate Teacher

    Corporate Teacher project is based on the idea that professional experts can share their knowledge with their colleagues thus improving their competence directly at the plant.

    Corporate Teacher project allows to improve the skills of staff through its own human resources. Employees take additional training - learn the principles and features of educational process, as well as develop their own methodical programme in their field and then proceed to train colleagues, which takes place in the training centre. Participants of the project are qualified staff with higher education and extensive experience in their field.