Irkutsk
Ulan-Ude

Blagoveshchensk
Chita
Yakutsk

Birobidzhan
Vladivostok
Khabarovsk

Magadan
Yuzhno-Sakhalinsk

Anadyr
Petropavlovsk-
Kamchatsky
Moscow

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"Golden youth"

Polymetal is engaged in personnel training

Having made the development of employees within the company and work with young specialists a priority, Polymetal has developed comprehensive corporate programs for training, professional growth and retention of personnel at its enterprises.

The Far East - a territory with enormous natural resources, large-scale construction projects and ambitious projects, where Russia is adjacent to the world's largest economies - is in need of people. It is colossal - just like a century earlier, there are not enough workers, there are not enough engineers, mid-level specialists, and few professional managers. Therefore, for over a hundred years, the Far East region has remained a “region of opportunities,” which does not have enough human resources to turn them into reality.

“To leave this land without attention would be a manifestation of enormous state wastefulness. At the same time, as well as more than a hundred years ago, during the time of Pyotr Stolypin, demographic development is the key task of outrunning socio-economic development, ”said Yuri Trutnev, the president’s plenipotentiary representative in the Far Eastern Federal District.

Polymetal, the largest mining company in the region, explains that any mining enterprise is experiencing a shortage of engineering personnel and mid-level specialists. Such a situation developed back in the perestroika years, when the system of initial vocational training was destroyed. The country's universities practically ceased to produce engineers, and the industry itself was going through hard times. Efforts are being made today to restore what was lost, but the staffing gap is not so easy to close - it takes time to fix the problem. But, one way or another, it can be solved.

WITH STUDENT BENCH

One of the necessary stages in the formation of a future specialist is practice, according to Polymetal.
- Our principle is to select specialists from the student days. We have established strong ties with the specialized faculties of central, Siberian, Far Eastern universities. Every year, employees of the company's personnel department come there, talk with students, talk about the enterprises of the Khabarovsk branch. Undergraduate students receive internship invitations from the company. But not only - there are exceptions, since Polymetal has an individual approach to potential employees, - says Alexey Kozlov, Deputy Director for Human Resources and Social Affairs of the Khabarovsk branch of Polymetal UK JSC.

The company, inviting students, is guided by both grades in the classroom and human qualities. The motivation of a young person and a responsible approach to work also play an important role.

- We have a lot of "donor universities". Moreover, not only in the Far East, but also located in the western regions of the country. These are the universities of Moscow, Kaliningrad, St. Petersburg. It should be noted that one of the best mining universities in Russia is located in St. Petersburg - the National Mineral Resources University "Mining", - said Gennady Kuzmenko, director of the Magadan branch of Polymetal UK JSC. - Its students have been practicing at our enterprises for several years already, and many of them, having received a diploma, return to work with us. For example, Nikolay MELESHKO, a local geologist at OZRK LLC. The young specialist has already been enrolled in the company's personnel reserve, and at our traditional research and production conference this year he became one of the winners. Pavel NAZAROV works as a laboratory engineer at the Kubaka GOK, he is also one of the winners of the NPK-2015. There are many examples, and they all illustrate the simple truth that the company is guided by - specialists for work at its enterprises, in whose hands its future will be, must be trained by ourselves. Therefore, in working with educational institutions, we are now trying to use the model of the so-called dual learning. This means that at least 50 percent of knowledge is theory, and the other half is practical skills acquired during research and production practice.

The fact is that there is a significant difference between the knowledge acquired by a student at a university and the requirements of real production. Much depends on the quality of university training, but often a graduate who comes to a company with a fresh diploma cannot apply the knowledge gained. Because he does not know the intricacies and specifics of mining. Again, while he was studying and comprehending the theory, the production took years to come.

- If young people want to devote their lives to such specialties as a mine surveyor, geological explorer, power engineer, mechanic, mining engineer or foreman, laboratory chemist, then we are ready, on our part, to provide him with practice at a modern technological enterprise. And if our goals with students coincide, then in the end everyone wins. Upon graduation, a student gets a job, and the company is a trained specialist, - said the deputy director of the Khabarovsk branch.

As part of the practice, all students are compensated for the fare to the place of its passage and back, as well as room and board. Each student is assigned an experienced mentor who helps him adapt to production. The company does not forget to pay attention to the leisure of young people - its gyms and sports grounds are at the complete disposal of students. Creating favorable conditions for students in practice, of course, means certain costs for the company, but they pay off.

Ivan Aprishchenko, 5th year student of the Polytechnic Institute of SVGU:
- We immediately plunged into work. I liked everything: the friendly team, they teach a lot, the bosses meet halfway, the attitude towards students is very good, students are number 1 for them.

At the end of the internship, students write a report, which is subsequently analyzed and checked against the reports of the mentors. Based on the results of the practice, a decision is made whether the company needs this student or not.

AIM FOR THE FUTURE

Experienced managers and mentors are ready to help specialists who begin their professional career at Polymetal to develop professional skills and gain new knowledge. When selecting executive positions, priority is given to their own personnel; many middle and senior managers started their work at Polymetal from junior positions.

Every year the company compiles a list of employees with the status of a young specialist. Mandatory criteria are: age (under 30), higher education and no previous employment in the company. Since 2015, young employees have been given the opportunity to declare themselves and nominate themselves.

For each young specialist, an individual plan of professional development is developed, he is involved not only in production, but also in scientific and practical activities.
The annual research and production conference (NPK) is considered the optimal model for the integration of education and production at Polymetal. In the Far East, the NPK is carried out in two regions at once - the Magadan Region and the Khabarovsk Territory. Moreover, in 2015 in Magadan it was first opened to a wide audience - not only the company's specialists, but also students, scientists, government officials and business representatives could attend the conference. The idea of ​​the conference is simple: young specialists receive a production assignment, to which it is necessary to apply a creative approach. Under the guidance of an experienced mentor, they prepare projects aimed at solving specific production problems. Projects should be of practical importance, and their use in the enterprise should have an economic effect. A young specialist who successfully defended his work before a competent jury at the NPK receives a number of advantages. Such as additional opportunities for training and development, or the chance to become a practicing consultant for students, internship at the company's enterprises, be enrolled in the talent pool and even get an appointment to a higher position. There are other bonuses for winners of CDD, including participation in mortgages on preferential terms.

- The conference for young professionals is a platform for personal and professional development, allowing them to show themselves, to become a participant in corporate personnel development programs. Within the framework of it, promising young people share their experience and fresh ideas, and the company, in turn, forms a personnel reserve from it. The choice falls, first of all, on those young people who have great potential for development and are able to take key managerial positions in the future. The HR policy of Polymetal is based on this criterion, - explains Tatyana Kazetova, Deputy Director for Human Resources and Social Affairs of the Magadan branch of OJSC Polymetal UK. - The success story of many employees begins with the conference.

“Constant work with young people, a mentoring system and projects such as NPK provide an excellent opportunity for formation and development after university,” notes Natalya Gaidai, director of the Polytechnic Institute of North-Eastern State University, a member of the NPK jury in Magadan.

BUSINESS MASTER

The mining industry is one of the most complex and versatile in terms of the processes and technologies involved. Moreover, it does not stand still - new machines and equipment, software are coming. But investing in its human capital is no less important than the company's acquisition of new financial instruments, licenses for deposits or equipment.

Since mastering the work of a miner is akin to achievements in art. Because today this profession requires a number of complex skills - the ability to use a computer-aided design system, assess field reserves, comprehensive analysis, monitoring and control. In other words, because a miner is now a very intellectual profession. A geologist, mine surveyor, or mine planner who processes information in 3D while sitting behind a screen (and sometimes multiple screens) of a monitor can be compared to an artist or designer. The fate of deposits, production indicators of enterprises and the safety of hundreds of people depend on them.

By helping its employees grow, Polymetal provides them with development options to choose from. It makes it possible to develop not only horizontally (not everyone wants to become a boss), but also vertically. This path is the most interesting for many employees.

In February 2013, a training center was opened on the basis of the Magadan branch of Polymetal UK JSC. Initially, the training program included 15 specialties, now it already includes 35 areas of training for those professions associated with mining and processing industries.

“We train personnel for a number of Polymetal enterprises,” says Alla Gorbunova, director of the training center. The training scheme involves the simultaneous development of theoretical foundations and practice in each specialty. - We give an employee the opportunity to come to an enterprise with a working profession as an apprentice and get a new specialty right at the factory, thereby gradually increasing his rank. And consequently - and the level of wages, - explains the head of the personnel department of the Magadan branch of JSC Polymetal Management Company Elena Averkina.

Employees have a chance to undergo training outside the Far East - at the Ural and Kazakh enterprises, or at the parent company. For example, Polymetal has a Mining Information Technology Center, where they teach the use of modern software products. Invaluable experience and growth opportunities are also provided by the design department of Polymetal Engineering.

“Our employees are our strategic reserve,” says Polymetal.

Polymetal is a young company. First, she is seventeen years old. Secondly, over 2% of employees are people under 30 years old, and the average age for the company also varies within 29-37 years. Such statistics will be the envy of many industrialists. At the same time, young specialists make up over 32% of the personnel reserve for occupying senior management positions.

At the same time, the company relies on its own staff. In the Khabarovsk branch, over 58% of employees are residents of the region, almost 27% are representatives of other Far Eastern regions. In the Magadan branch, over 56% are residents of the region, about 10% are from other regions of the Far Eastern Federal District. The suppliers of rare and valuable personnel are traditionally the Urals, Irkutsk Oblast, and Kazakhstan, which are also traditional “miners'” estates.
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