HR policy
Our HR functional strategy
Personnel policy of AP-NAFTA OPERATING is carried out in related with the functional strategy in the field of employee management and remuneration, which determines the mechanisms, directions and principles of employee management for the implementation of the Company’s strategic directions. The main goal of the strategy is to achieve the Company’s vision by increasing the effectiveness of employee management and employee development as a strategic resource for us as a company.
The strategy includes seven directions:
- Selection of employees
- Work with young people
- Development and training of employees
- Personnel reserve and career growth
- Labor payment and rationing
- Management of the number of employees and expenses
- Personnel management and control of working hours
Measures to motivate employees
In order to motivate our employees, the Company organizes series of events every year: the “Best Specialist” competition of professional skills among employees of production units, the “Day of Young Specialists” project, which is organized to increase the potential of young specialists and create collective values, and is held with the participation of the Chairman of the Board based on the results of the annual report on personnel services. “HR-forum”, the “Effective leader” module training program based on the results of evaluations conducted by department directors of the central management apparatus, as well as module training for the development of communication skills for production employees – middle managers (shop managers and foremen).
Management of the number of employees and expenses
Within the framework of the Transformation program from the National Company, the Company is working on optimizing the number of employees and costs in order to transfer non-profile activities to outsourcing. Since the beginning of the project, more than 230 non-professional jobs have been transferred to the competitive environment. In addition, 200 types of jobs from auxiliary services (drivers of cars, workers of cleaning facilities, gas station operators, etc.) were sent to the outsourcing system, and workers were retrained and redistributed according to the main production specialties.
