Our HR Strategy is guided by the general strategy of LUKOIL Group and focuses on stable, long-term development based on traditions and many years of experience in the Russian oil industry. Our aim is to utilize our staff’s potential to the fullest, thus strengthening the Company’s key competitive advantages and boosting our ability to rapidly adapt to changes in external factors and successfully implement innovations. Our underlying principles and the basis for a relationship with employees and trade unions focus on strict adherence to all legislative and social norms.
The staffing structure has remained stable over the past three years:
- the ratio between men and women employed is roughly equal, with a slightly larger number of men, which is attributable to the operating specifics of the industry in which the Company operates (as at 31 December 2017, 59% of the Company’s employees were men and 41% were women)
- employees under the age of 35 account for approximately 40%Data relate to 2016 and 2017; in 2015 employees under the age of 30 were included in the category of young employees. of all employees
- the ratios between different categories of employees were virtually unchanged.
Average headcount in 2017 stood at 103,647. Around 83% of employees worked at Russian subsidiaries.
|Total for LUKOIL Group, including:||107,040||105,539||103,647|
|Russian subsidiaries of LUKOIL Group||84,739||85,391||85,790|
|Foreign subsidiaries of LUKOIL Group||22,301||20,148||17,857|
|Total for LUKOIL Group, including:||111,331||110,101||107,405|
|Russian subsidiaries of LUKOIL Group||89,167||90,112||89,323|
|Foreign subsidiaries of LUKOIL Group||22,164||19,989||18,082|
|Total for the LUKOIL Group, including:||7.4||7.2||6.7|
|Russian subsidiaries of LUKOIL Group||6.6||5.9||5.6|
|Foreign subsidiaries of LUKOIL Group||10.9||12.8||11.6|
Note. The staff turnover coefficient is calculated as the ratio of the number of those dismissed to the average number of employees for the reporting period. Dismissed employees include those discharged for absenteeism or other labor discipline violations, and those who retire voluntarily (as a result of moving, retiring, looking after a child aged under 14, etc.), or who leave the Company upon mutual agreement (with the exception of employees who are rehired the following day).
|Workers and other employees||60%||61%||61%|
The strategic priorities of the Company are to guarantee safe working conditions, reduce accident and injury rates, and apply global best practices in the oil industry.
The HR system at LUKOIL Group is based on the Code of Business Conduct and Ethics of PJSC LUKOIL, Corporate Culture Rules, and the obligations set forth in the Social Code of PJSC LUKOIL.
In 2017 our HR systems were enhanced and a number of projects were implemented, including:
- the Working Group on Organizational Efficiency was set up, and proposals were prepared to boost labor productivity at LUKOIL Group subsidiaries
- methodological support was provided to help develop the risk management and internal control system
- implementation of the software solution ICS Personnel continued