Improving staff skills and knowledge – from digital to teamwork skills – is key to achieving a company’s strategic goals and ensuring its sustainable growth. Rostelecom has been evolving its system for employee professional and personal development year over year to ensure agile responses to the challenges posed by globalisation. Exciting and ambitious projects, opportunities for professional development, fair and competitive remuneration, robust benefits, stability, and a corporate culture that unites employees – all contribute to more attractive working conditions and improved employee engagement.
In 2018, Rostelecom consistently executed its HR management strategy through 2022, which includes building digital skills and capabilities, engaging employees in strategic initiatives, new approaches to employee development, increasing labour productivity, and culture improvements.
A new service, Online Reception, was launched on our intranet portal in 2018 enabling all employees to put questions directly to a Rostelecom top manager (online).
Also, in 2018, the Company elaborated its system for achieving the objectives set out in its Sustainable Development Agenda 2030 to reflect HR management aspects. By doing this, the Company has confirmed its commitment to the United Nations Sustainable Development Goals (UN SDGs). As for specific business areas, PJSC Rostelecom makes consistent efforts to provide quality training and development programmes to its employees, thus contributing to their overall professional development. This is true for both internal employee training and cooperation with industry-specific educational institutions (SDG 4 and SDG 9). Rostelecom is also committed to reducing inequality, offering fair remuneration irrespective of gender. The effective operation of our whistleblowing hotline and Ethics Hotline helps foster a friendly atmosphere within the Company and guarantee access to justice (SDG 16). The Company also has a strong focus on specific health and safety programmes (SDG 8).
Cementing its reputation as one of Russia’s largest employers, in 2018, Rostelecom developed its Long-Term Incentive Programme for 2020–2022 which builds upon the existing Programme while keeping its basic principles and features unchanged. Both individual performance and achievement of corporate KPIs are thus taken into account.
|United Nations Sustainable Development Goals|
|1. Online Reception on the intranet portal||v||v|
|2. Robotics and coding classes for employees’ children||v||v||v||v|
|3. Long-Term Incentive Programme||v|
|4. HR management strategy 2018–2022||v||v||v||v||v|
|5. Pension scheme of the subsidiary pension fund Alliance||v||v||v|
|6. Cafeteria Plan||v||v||v||v|
|7. Housing Programme||v||v||v||v|
|8. Corporate esports tournament||v||v|
|9. Ticket to the Future||v||v||v|
|10. ProfYESSiYa – the Territory of Choice||v||v||v|
|11. Arctic Young Engineers||v||v||v||v|
|12. The P.M. Golubitsky Competition||v||v||v||v|
|13. The Cyberchallenge Competition||v||v||v||v||v|
|14. Internship 365° programme||v|
|15. The Basics of the Digital Economy educational series||v||v||v||v||v||v|
|16. The New Rostelecom Leadership Development programme||v||v||v|
|17. The Online Lectorium educational project||v||v||v||v||v||v|
|18. The Development Environment digest newsletter||v||v||v||v||v|
|Total number of permanent employees||Total number of temporary employees|
Rostelecom supports its employees’ families and seeks to considerably increase by 2030 the number of young and adult people with sought-after skills (including technical vocational skills) to improve their employment opportunities and help them get a decent job or engage in entrepreneurial activities. For instance, in 2018, the Company launched robotics and coding classes for its employees’ children in collaboration with League of Robots. The classes were taken by 950 children in 20 Russian cities.