OJSC Kubanenergo
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Personnel Policy

The key objectives of the personnel and social policy, designed to achieve the targets of the Strategy of Development of the Electric Grid Complex, are:

  • planning of staff requirements, ensuring the availability of reliable information on operational and predictive numerical and qualitative requirements in labor, necessary and sufficient to perform the tasks assigned to the Company;
  • timely supply of the demand of the Company for personnel with required qualifications;
  • ensuring the effectiveness of personnel, and productivity growth in the Company.

These key objectives of the personnel and social policy shall be achieved by implementing a set of measures in various areas of activity and achievement of the targets set:

  • in organizational design;
  • in the field of ​​staffing and staff development;
  • in the field of performance management (staff motivation);
  • in the field of ​​social benefits and guarantees;
  • in the field of personnel safety and work culture.

In the implementation of the personnel policy, the Company is guided by the following principles:

  • compliance of the Policy with the common principles and approaches to human resource management in the power sector, taking into account the regional specifics;
  • maximum compliance of Policy implementation mechanisms with the best practice and standards of human resource management in Russian and foreign companies;
  • formation of a set of areas and methods of human resource management enabling the Company to rappidly and effectively adapt to corporate and external changes;
  • operation with a single area of ​​personnel, use of common technologies and common information resources of the electric grid complex in order to improve personnel management and reduce costs;
  • giving employees equal opportunities and non-discrimination on any grounds;
  • enabling maximum development of the professional potential of employees and ensuring the implementation of the approach implying "perception of the personnel of electric grid companies as human capital", implying investment in personnel development and maximizing the return on investment;
  • creation of conditions requiring professionalism, productivity, motivation for professional development and general corporate distribution of values as the only guarantee of progress in the Company;
  • creation of the image of the Company as of a socially responsible, preferred employer in order to increase attractiveness for highly skilled workers.