Rosatom Experts Speak at XXIII Russia-CIS HR Directors Summit

October 13-14, 2022 – At the XXII Russia and CIS HR Directors Summit, HR executives, top managers and experts gathered to share best practices, present completed HR cases, and discuss changes in the labor market, requirements to skills and competencies of employees, and current and prospective tools for employee development.

October 13-14, 2022 – At the XXII Russia and CIS HR Directors Summit, HR executives, top managers and experts gathered to share best practices, present completed HR cases, and discuss changes in the labor market, requirements to skills and competencies of employees, and current and prospective tools for employee development.

Tatiana Terentyeva, Deputy Director General for HR at Rosatom State Corporation, took part in the strategic session "People Centricity and New Meanings in Business and Social Policy". She told that the people-centricity principle is included in the Rosatom 2030 Vision of Rosatom State Corporation and is the basis for the implementation of its HR strategy.

"With this approach to human capital management, the employer treats an employee as not just a function, but, first and foremost, as a person – with their own values, needs, and psychology. The COVID-19 pandemic gave us an "injection" of people centricity and once again confirmed that we were right in building all our HR processes around the employee”, said Tatyana Terentyeva. “The role of HR has moved to the forefront and continues to stay that way. We have learned how to be more adaptive to changing conditions, how to maintain a stable emotional state in teams, and began to participate in the formation of our companies' strategies. To prepare for the next push, it is also crucial for HR professionals to develop new competencies in marketing, digital, strategic planning, media, coaching, and ESG integration".

According to ROSATOM's Deputy Director General for Human Resources, communication between the employer and the team has become critical for maintaining psychological stability and employees' sense of security: it is necessary to create as many platforms and channels for communication and feedback as possible.

As part of creating a sustainable environment, the sphere of ROSATOM's interests, resources and business efforts has long gone beyond its direct activities. For example, along with supporting its employees, ROSATOM has traditionally contributed to the development of the cities where it operates and supported the families of nuclear industry workers.

"We expand and improve infrastructure in the regions, invest in the quality of education in schools and universities, and cooperate with teachers and parents in raising future talent for the nuclear industry and forming loyalty to the industry from an early age,"

said Tatiana Terentyeva.

“In turbulent times it's necessary that employees are multi-competent and interchangeable, capable of to working in several capacities. A special focus here should be made on the older generation of employees. For the "silver-age" personnel, opportunities for retraining and obtaining new qualifications should be provided on a continuous basis”. 

One more task that HR-directors face today is finding a balance between the interests of the employer and the employees, between the current and long-term interests of the business, between personal and corporate interests of the people.  

"We need to work with professional communities and encourage employee subjectivity. The interests of members of such communities - scientific, volunteer, youth, AtomSkills professionals - are much broader than their direct activities, so they have greater opportunities to realize their potential and their motivation is much higher than the industry average,"

Tatiana Terentieva pointed out. She also noted that businesses today must learn to work in a two-speed mode, configuring their processes so as to be able to simultaneously pursue strategic goals and address current issues. This will help maintain a balance between the needs of the company and those of its employees. 

Yulia Uzhakina, General Director of Rosatom Corporate Academy, took part in the event, speaking at the plenary session "Personnel training and development as the basis of competitiveness and adaptability of the organization”. She was joined in the discussion by Vitalina Levashova, Director of Unicum medical staff recruitment agency and Director of the Higher Medical School; Natalia Zhuravleva, Director of Sberbank’s Digital Education Platforms division; Artem Shadrin, Director General of the National Qualifications Development Agency; and Alexey Akimov, Deputy Director General, HR and Social Policy, RSC Energia.

The experts discussed new concepts, models and trends in EdTech and corporate training, approaches to training top managers and leaders, the use of modern technologies and the development of digital literacy among employees, and talked about the interaction of companies with universities and platform developers. 
"The educational system should be multipolar and multicentric”, Yulia Uzhakina emphasized in her speech.

“While targeting all categories of students, we should pay special attention to leaders, adapting our programs to support them and help them develop new competences, as it is leaders who bear the great responsibility of supporting, mobilizing, and motivating people”. 

Yulia Uzhakina also spoke about the competencies that executives now need to develop to be able to manage their teams, and about the tools that the Rosatom Corporate Academy uses for this purpose. For example, projects such as "Cascading the Rosatom Vision 2030," an adaptation course for newly appointed managers, and the “Rosatom for Rosatom” program, tapping into the expert experience of senior colleagues, help managers not to lose interest in their work and keep the company's global goals in mind. The Academy is also actively developing the humanities track, where managers study literature and art, a practice that helps them maintain their resourceful state.

Day two of the summit was marked by the II Forum "Sustainable Development of Territories and Human Potential". The event was organized jointly with the Russian Chamber of Commerce and Industry Council for Sustainable Business Development, Corporate Social Responsibility and Volunteering, with the support of Rosatom State Corporation. Gulnara Bikkulova, Deputy General Director of the Rosatom Corporate Academy, moderated the plenary session titled “Human Development and Human-Centered Approach: Practices and Cases of Russian Companies”. 

In her welcoming address to the participants, she presented the Corporate Human Centricity Index, a study in which about 100 companies have already participated, with the results to be published in December. Gulnara Bikkulova pointed out that there are three approaches to the role of HR-specialists in companies: traditional, investment, and human-centered approach. The latter is possible only in companies possessing a high degree of digitalization, sufficient "maturity" of the HR department, and an arsenal of tools to accommodate the needs of various categories of employees.

"Those who choose this model analyze trends, keep an eye on changes, and work prospectively, with both long-term and short-term goals in mind. We have derived three components of human-centricity: working with employee skills, competencies and knowledge; working with employee motivation; and creating an environment that encourages people to take advantage of all the opportunities and tools that the company has,"

she said. 

Natalya Pichugina, HR Director at Greenatom JSC, spoke at the plenary session "Human Development and People-Centered Approach: Practices and Cases of Russian Companies", sharing Grinatom's experience in hiring employees with disabilities. The speaker noted: "People-centricity is part of the daily agenda of an HR director, and any decisions made must consider personal factors, particular cases, and situations. For example, when selecting candidates with disabilities, we approach each person individually, first looking at their personal motivation and then trying to adjust the functionality and format of the work to the physical abilities of the candidate.

The main challenge for Greenatom was to create a comfortable inclusive work environment for people with disabilities. To date, 18 people have already participated in the pilot project to hire candidates with disabilities, and Greenatom plans to further develop the project, replicating it in other enterprises of the industry. 

Anna Zhigulskaya, Director of the Project Office for Internal Communications and CSR at the Rosatom State Corporation and Deputy Chairman of the CCI RF Council for Sustainable Business Development, CSR and Volunteering, spoke about Rosatom’s experience and best practices at a session titled "Transformation of CSR programs, regional development, and community and employee support in times of mobilization".

During the HR Summit visitors had a chance to see an innovative development – Practice of People Centricity, a training VR simulation presented by the Rosatom Corporate Academy.