ROSATOM HR SOLUTIONAPPROACH TO HUMAN RESOURCE DEVELOPMENT

ROSATOM HR PRIORITIESROSATOM HR priorities are closely related to its Strategic Goals: › An increase of our share on international markets › Development of new products for the domestic and international markets › Reduction of the cost of our products and the lead time

The HR priorities have been developed in accordance with the Strategic Goals:

Improving satisfaction of business community

with HR service

Developing HR partnerships for business through outreach to top executives

Developing personnel competencies at the pace

of business

Providing young qualified specialists for the industry. Adaptation and training for young specialists

Building a comprehensive system for training workers and engineers

Long-term planning and increase in employee headcount for international projects

Developing training programs to support ROSATOM business priorities

Establishing new ways of learning. Involving industry experts in training conduction

Fostering employee motivation to achieve

priority goals

Fine-tuning motivation tools in line with

business priorities

Communicating on motivation tools and training executives

to use them

Developing leaders at all management levels

Providing young qualified specialists for the industry. Adaptation and training for young specialists

Involving executives in selection and assessment processes for talent pool candidates

Providing business with the IT system for talent pool and succession management

Building a results-driven culture

Increasing trust toward executives and the pace of employee adaptation to change

Engagement management

Improving interaction

efficiency

This edition presents an overview of ROSATOM HR practice based on the key processes and its projects and technologies:

ROSATOM HRD ROADMAP

2ACQUISITION

1PROFESSIONAL ORIENTATION

22 231 7EARLYLEARNING

SCHOOL EDUCATION

HR

PR

OC

ESSE

SR

OSA

TOM

HR

PR

OJE

CTS

AN

D T

ECH

NO

LOG

IES

VOCATIONAL EDUCATION (COLLEGES)

HIGHER EDUCATION (UNIVERSITIES)

18AGE

ROSATOM SCHOOL

ROSATOM SCHOOLCHILDREN

ATOMSKILLS LABORATORIES

PROMOTION OF NUCLEAR ENERGY AMONG YOUTH

ROSATOM CAREER DAYS

TOURNAMENT OF YOUNG PROFESSIONALS (TEMP)

MONITORING THE NEED FOR GRADUATES IN THE NUCLEAR INDUSTRY

OLYMPIAD “NUCLEAR EDUCATION IN RUSSIA”

WORLDSKILLS INTERNATIONAL COMPETITIONS

3DEVELOPMENT

MONITORING THE NEED FOR WORKERS AND ENGINEERS (PROFESSIONALS)

REKORD

PERFORMANCE MANAGEMENT

CAREER MANAGEMENT AND SUCCESSION PLANNING

TALENT POOL DEVELOPMENT PROGRAMS

4RETIREMENT

60+ON-THE-JOB TRAINING, ADDITIONAL EDUCATION (FURTHER DEVELOPMENT)

FORSAGE INNOVATION FORUM

ATOMSKILLS CHAMPIONSHIPS

NEW HIRE ONBOARDING

WORLDSKILLS HI-TECH RUSSIA COMPETITIONS

PROFESSIONAL TRAINING

EMPLOYEE ENGAGEMENT. MANAGEMENT BY VALUES

ROSATOM MAN OF THE YEAR

INFORMATION SHARING DAYS. DIRECTORS DAYS

5ENGAGING INTO ROSATOM CORPORATE CULTURE

Nuclear industry is based on high technologies and requires specific qualification, deep knowledge of the subject and high level of responsibility of its workers. That is why the educational branch has always been and will be one of the indisputable priorities of ROSATOM.Consequently, high-quality education, training and development of employees and executives of different management levels are in line of HR priorities.

The nuclear industry has become famous for dealing with large-scale, complex and challenging business projects, which by definition require ambitious specialists and experienced professionals. People are a core

asset for us. It is people who create new products and technologies, sustaining ROSATOM competitive edge.

We invest in the development of engineers and workers as a part of WorldSkills International, promote early professional orientation, open world-class competence centers, clearly realising that even the world’s most sophisticated technology is developed by people who should be able to benefit from development opportunities in order to have a leading position not only in Russia, but also on the international scale. By developing leaders and increasing employee motivation within the industry, we are building a top-to-bottom results-driven culture.

Dear colleagues!

Tatiana Terentieva HR Director of ROSATOM

1 PROFESSIONAL ORIENTATION

2 ACQUISITION

3 DEVELOPMENT

4 RETIREMENT

5 ENGAGING INTO ROSATOM CORPORATE CULTURE

“ROSATOM is not a regular modern company; they always know exactly what and who they want. Even though, sometimes very strict, they are classy in a way they treat and train people, always on top of every new trend. I would say, it is often hard for industrial companies to keep up with quickly changing talent world, but ROSATOM does its homework.”

Maria BerezovskayaRegional Manager Russia, CIS & UkraineUniversum Global

“State-of-the-art technology solutions always require highly qualified specialists that could look at the task they face from various perspectives and use tools and methods that may not always be obvious. Fast-track route toward gaining such competency is early professional self-determination and the right choice of occupation. So it’s crucially important to determine one’s interests and develop key competencies in one’s given field, which is the essence of a system of professional navigation.”

Eugene KasperskyCEOKaspersky Lab

over 200 000 сhildren and 17 000 teachers and educatorstaking part in the ROSATOM School project

over over200 400 22

2 300 000The Olympiad “Nuclear Education in Russia” held in Vietnam, South Africa, Egypt, Bangladesh

visitors of Nuclear Industry Information Centers from 2008

17 Russian cities 6 centers abroad

over

ROSATOM schools

kindergartens cities

Enhancing ROSATOM

attractiveness as employer

Promoting education in the field of nuclear

energy

Creating a pool of HiPo candidates for

industry-focused education

Building public acceptance of

ROSATOM projects in the regions where

nuclear energy facilities are located

PROJECTS AND TECHNOLOGIES

1000 employed graduates every year,

10 % — HiPo

over

participants of ROSATOM Career Days in 2017

8000TOP 5 employers attractiveness ranking

Universum 2016

AUDIENCE

Professional OrientationAcquisition

Schoolchildren University students

Schoolteachers and university

teachers

Workers and engineers

GOALS

12

Olympiad “Nuclear Education in Russia” for non-residents

AtomSkills Laboratories

ROSATOM Career Days

Tournament of Young Professionals (TEMP)

ROSATOM School

ROSATOM Schoolchildren

WorldSkills International Competitions

FORSAGE Innovation Forum

Monitoring the need for graduates in the nuclear

industryNuclear Industry Information Centers projects for

promotion of nuclear power among youth

over

Monitoring of needs for workers and engineers from

professionals

AtomSkills Championships

Talent pool development programs for HiPo, line, middle, senior level

managers and top executives

FORSAGE Innovation Forum

Mentoring

REKORD

New Hire onboarding

WorldSkills Hi-Tech Russia Competitions

Career management and succession planning

system

Knowledge systematization and transfer

Improving employees’ performance management

Providing personnel succession

AUDIENCEGOALS

RO

SA

TO

M C

OR

PO

RA

TE

AC

AD

EM

YR

OS

AT

OM

CO

RP

OR

AT

E A

CA

DE

MY

Building personnel engagement at the level

of the best employers

Personnel readiness for change

GOALS

Management by values. Values training and assessment

ROSATOM Man of the Year

Engaging into ROSATOM Corporate Culture

Engagement survey

Change support teams

Information Sharing Days. Director Days

5

"The nuclear industry’s most valuable asset is people. Their intelligence, skill and commitment to the industry are essential. This is why ROSATOM is engaged in an ongoing effort to improve training for workers and engineers. Today, our industry adopted a system-wide approach based on implementing best practices and tools. Outreach to schools, working with students at partner universities, recruiting the best of them and ensuring lifelong learning opportunities for industry workers are all vital prerequisites for the corporation’s leadership on the global nuclear energy market. It is the high-skilled workers and engineers who will pave the way to success and the long-term development of ROSATOM and therefore the country as a whole."

Dr. Kerstin SeiseCooperation and Coordination in New Markets, Head of International Projects at the Leipzig Chamber of Crafts (Germany), WorldSkills Germany representative in Russia

“ROSATOM management is facing a very challenging task, which is to change the corporate culture of a corporation comprising hundreds of companies. Nevertheless, managers are introducing purposeful changes based on common goals and values, and ROSATOM top executives are not only the initiators but the driving force of these changes. This approach has a future.”

Karl-Heinz OehlerPartner and Managing DirectorDenison Consulting Europe

10 competencies 48 participants 10 medals WorldSkills Hi-Tech 2016

19 competencies 1500 experts and participants AtomSkills 2016

55%

2000034%

52%

140

promotions from the talent pool

training programs

over

top executives are mentors

Spontaneous knowledgeof values in 2016:

trainings per person conducted in 2016

over

77% in 2016

53 1465 260nominations of ROSATOM Man of the Year Award

applications winners

34

PROJECTS AND TECHNOLOGIES

Improving trust and effectiveness of interaction

among personnel

PROJECTS AND TECHNOLOGIES

All industry employees

AUDIENCE

All industry employees

engagement level reached

DevelopmentRetirement

FOR NOTES

DISCLAIMER: The content of thе present edition is for discussion purposes only, shall not be considered as an offer and doesn’t lead to any obligations to ROSATOM and its affiliated companies. ROSATOM disclaims all responsibility for any and all mistakes, quality and completeness of the information.

Website: www.AtomHRS.com E-mail: HRS@ROSATOM.ru