HR Policy and Social Accountability > HR Policy > Main Principles and Purposes of the Company’s HR Policy

The specific nature of IDGC of the North-West activity determines a special value of human potential for the Company's development. Only highly qualified employees motivated to diligent, high-quality performance of their duties, initiative and innovations can provide successful implementation of the Company's strategy.

The main purpose of the JSC IDGC of the North-West HR Policy is to create the personnel management system, where the Company could have the stable status of a preferable employer. The Company's HR Policy is based on the following principles:

  • combinations of processes of keeping, renewal and maintaining optimum quantitative and qualitative structure of the personnel capable of achieving current and perspective goals;
  • organization of uniform personnel record and personnel documentation for the compliance with labor legislation;
  • forming and implementing effective social policy of the Company;
  • organization of personnel injury prevention and health preservation system;
  • organization of effective system of preparation, retraining and continuing education for the Company's personnel.

In order to implement these principles and achieve the set goals, the Company developed and the Board of Directors approved on August 31, 2010 (Minutes No.62/2) the Program for Retention and Development of Human Resources of JSC IDGC of the North-West. The program is developed with account of development areas of the distribution grid complex, characteristics of the North-West region, dynamics of social and economic development; it contains the schedule of activities for five years' perspective until 2014 inclusive.

The main directions of the Program for Human Resources Retention, Replenishment and Development are:

  • defining the special category of employees, whose retention has the key value for the Company;
  • developing and implementing the activities on youthification of the Company's personnel, in particular the personnel of production subdivisions (workers and engineering and technical specialists);
  • strengthening cooperation with leading Russian educational institutions of higher, secondary and extended vocational education with the emphasis on power engineering-oriented educational institutions and faculties;
  • development of personnel preparation, training and retraining system in the area of wide use of regional educational centers and introduction of flexible educational technologies;
  • improvement of motivation system, development of social partnership system;
  • strengthening the work with personnel reserve;
  • strengthening the work on psycho-physiological labor safety provision for operating personnel activity.

This work resulted in: the increased filling of shortage specialty vacancies, improvement of personnel educational level, significant decrease of personnel turnover.

Constant methodical support and control, coordination of personnel divisions' work of the branches allowed to ensure a full compliance with all labor legislation requirements and to retain qualified personnel.

The complete fulfillment of all conditions of the Collective Agreement uniform for all branches of the Company was also a significant result of the work.

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