The pandemic is an impetus for development: how fuel and energy Complex and MSC companies work with personnel in a pandemic

The current epidemiological situation has forced the companies of the fuel and energy complex (fuel and energy complex) and the mineral resource complex (MSK) to make changes to the established rules. Due to the restrictions, most of the employees were transferred to a remote work format, and the managers were puzzled by the question: how can we prevent a decline in the efficiency of specialists at the remote site and attract the best personnel to our ranks? Representatives of the Fuel and Energy Complex and MSK tell us how well they managed to cope with these tasks.

THE REMOTE FORMAT INTRODUCED DIGITAL DNA

Now, products and programs have been introduced into the organizational process of companies, which until recently many were skeptical about. Some of the company's tools, even after returning to the offices, do not plan to cancel and introduce them into daily work practice.

Valentina Chernykh, Head of Practices and Brand Development of the employer for Personnel Selection and HR Communications, PJSC SIBUR Holding:

"The company faced the following tasks: to preserve the health of 22,000 employees, ensure the smooth operation of all industrial enterprises and maintain the level of team engagement at the pre-crisis level. To achieve these goals, an Emergency Situations Commission was established, which in a few months was able to deploy full-scale communication and preventive work at enterprises and in the corporate center. The project used various approaches, from digital tools to volunteer initiatives. This made it possible to maintain efficiency and productivity during the period of remote work and a new shift regime for the company, to rally the team and bring the company's digitalization level to a new stage."

Natalia Pichugina, Head of HR Department of JSC "GRINATOM":

"We realized that we can do more than we thought. If I had been told earlier that 80% of the employees would be retired and our efficiency would not suffer, but all KPIs would be met and new orders would appear, I would have doubted it. Due to the pandemic, all imaginable and inconceivable boundaries began to blur. That is, if earlier every specialist shared the concepts of "work" and "home", now they don't. The activity could continue until late in the evening, and it became more interesting for specialists to achieve results. We even issued special restrictions, according to which employees had the right not to get in touch after work hours. But not everyone used them. We also opened the "7 useful links" section and send out useful resources for work and training to employees on a weekly basis. We can say that our company received a good inoculation of digital DNA when specialists of different ages began to actively develop information technologies."

Grigory Fedotov, Head of the Department for Work with Educational Institutions and Methodological Support, Mycromine Rus LLC:

"During the pandemic, we tried to help companies and partners in the training and recruitment of personnel, provided them with methodological training online. Our company promptly trained students in the competencies that an employer needs. Neither the quality of the assignment by the students nor the quality of the verification by the specialists was affected. When organizing this work, we clearly realized for ourselves that universities, by and large, are ready to switch to distance learning without losing the quality of knowledge acquired by students."

HUMAN RESOURCE DEVELOPMENT IS NOW ONLINE

However, during this difficult time, companies in the energy industry were forced not only to address issues related to ensuring the safety of existing specialists and organizing their work, but also to continue projects to upgrade their teams with young personnel.

Sergey Nikishichev, director of IMC Montan, believes that computers and online services will never replace live communication.

"Without joining production with your own hands, it is quite difficult to prove yourself and get such a career growth in order to understand your team in the future," says Sergey Nikishichev. "On the other hand, digital platforms today allow you to reach a wider range of contractors and future partners and preserve the results of communication. Another advantage of remote work is the formation of skills for clearly expressing one's thoughts and the need to systematize and summarize production information. Students, as more progressive users of electronic systems, are able to develop the principles of achieving their goals with the help of computer systems. It is worth considering that working hours in Russia, according to Labor Code, are only 21% of the time, excluding sick days and non–working age, which, in principle, a person has. People are able to learn how to use this time effectively in order to achieve good and useful results in their lives."

Natalia Petukhova, Head of the Personnel Selection and Development Center at ALROSA:

"I would like to note that the speed of recruitment of new specialists has increased, now you do not need to set a time and wait for a person to arrive at the company. The online format has added flexibility, and we have started conducting video interviews with applicants on a regular basis. It used to be a rarity for us. Acquiring new information technologies is an important component for the success of potential employees, including yesterday's students. If digital competencies are not developed, a person will simply lose out in the competition. All young people should keep this in mind and master new programs and resources."

Valentina Chernykh:

"The selection process for the company has not changed in terms of the requirements and evaluation formats of applicants, besides, it is now fully online. If earlier we had a face-to-face final, when the guys solved a business case and were interviewed by a supervisor, now we can make a positive decision on a new employee without ever seeing him in person. Of course, we have not stopped cooperation with partner universities, which are the main source of the company's "fresh blood." The current situation is stressful for them. Previously, the company's specialists conducted practical classes at universities, but now this is not the case. As a result, educational organizations have increased their demand for webinars, during which students, interacting with experts, will be able to master the profession. We have responded to their request and are conducting webinars for both the target audience and the general public. But there are some things that online will never replace. Previously, a student on an internship could see the entire production process and take a direct part in it, but not now. We hope that full-time internships will return to our regular practice soon."

TO THE DREAM COMPANY – THROUGH "CASE-IN" PROJECTS

One of the main sources of young personnel for the fuel and energy complex and MSK companies today is CaSE–IN projects and youth forums that bring together students of specialized universities from all over the country. Despite the coronavirus pandemic, many of the projects were saved, and the remote format allowed for an increase in the number of participants and innovative projects.

"Due to the current situation, not a single company withdrew from the championship, which allowed us to hold it remotely. All the activities that we had planned, including thanks to the support of our partners, we were able to implement, having spent the season at a high organizational level.". – summarizes the results of work with partners Director of the Reliable Change Foundation Artem Korolev.

In general, the remote work format has received a positive response in expert circles. It allows you to save resources and time, to master advanced technologies that have a positive impact on the results of the fuel and energy complex and MSC companies. At the same time, the volume of work and new orders increased, but the quality of execution did not suffer.

However, it is possible to observe certain difficulties caused by the "removal". The online recruitment format and the job itself have significantly increased the number of applications for one position, as a result of which the applicant needs to withstand much more competition than before. And, most importantly, representatives of the energy industry feel a lack of personal communication and a live presence.

Therefore, all interested parties are looking forward to the return of the previous work format, when students will be able to return to internships at their dream companies, gain invaluable experience and master their future profession, and current specialists will plunge into the workflow and present innovative projects to the employer.

Andrey YEFIMOV, Artyom KOROLEV

Source: Ugol Magazine No. 7/2021, p. 75