Development and training

Investment in building the competencies of PGNiG employees is a fixture of the Company’s HR efforts. The Training Management System in place at PGNiG helps enhance staff qualifications and update their knowledge.

PGNiG’s overarching objective is to build a knowledge-based corporate culture and disseminate knowledge-sharing practices across the organisation through team work, communication and new joint initiatives. Employees can advance their professional competence through postgraduate programmes, industry training and conferences. The HR Director is responsible for delivery of the HR strategy, preparing and implementing training plans based on completed analyses, and seeking new ways to improve staff competencies to achieve the stated objectives. The COVID-19 pandemic forced the Company to develop a new format of training and workshops. In order to ensure continuity of the process, training was delivered online.

 In 2020, PGNiG also delivered the following projects and initiatives:

• Knowledge Base – part of the Company’s internal HR and training system, the Knowledge Base offers access to training materials prepared under professional development programmes organised at PGNiG, recoded webinars, e-learning training sessions and short ‘knowledge pills’ offered to employees to use at their choice as part of their professional training. Each employee may access the Knowledge Base and choose selected resources, and also refresh their knowledge gained during past obligatory e-learning sessions. The Knowledge Base is one of the tools supporting the process of knowledge sharing and retention at the Company. It offers employees an opportunity to expand their knowledge of internal processes and regulations individually at their convenience, instead of waiting for organised training sessions.
• LMS – is an e-learning platform through which employees participate in obligatory training sessions.

The PGNiG Group as a whole faces similar challenges of how to create space for its employees to enhance their competencies to deliver specific tasks. Development of the most desirable skills and capabilities of the Group’s personnel in order to meet market expectations is a key priority underlying the HR management concept. The Group has Training Officers to analyse training needs in order to precisely select development programmes suitable for individual employees. As the PGNiG Group’s subsidiaries are engaged in a wide range of business activities and employees’ knowledge in key fields needs to be kept up-to-date, it is up to each subsidiary to determine the type and extent of their staff training. Training needs are identified when drawing up an annual training plan, in which the heads of organisational units specify the areas for improvement so as to enhance their staff’s performance. Staff development needs are probed through interviews with the heads of organisational units and with employees themselves, as well as analyses and reviews of the reported training needs. Depending on the identified needs, the PGNiG Group rolls out new training programmes meeting long-term employee expectations and fitting into the Group’s key strategic objectives.

Employees participate in internal and external training to enhance their potential. There are also various projects that employees carry out as part of the Group’s broad operations. Resolving unique issues relating to long-term contracts is perceived by employees as the quickest route towards professional development. Such initiatives foster creativity, open up new opportunities to apply the acquired skills in practice, and create new areas of knowledge within the organisation. Training programmes are delivered through the Training Officer, who makes sure they are tailored to individual skills, knowledge gaps and competencies of the employees concerned. Investment in qualified staff from the date of hire is key as it enhances professional skills of the entire team. Our employees are given opportunities to improve their professional qualifications through a range of postgraduate university programmes, industry conferences, seminars and symposia, and also through occupational training. Depending on their respective responsibilities and individual needs, employees can participate in a variety of training courses covering all aspects of a modern business, including risk management, legal environment analysis and customer service. The Training Management System specifies in detail the forms of training applied. These include:

• Training courses and seminars in Poland (including language courses organised by PGNiG Head Office/Branches),
• Training courses abroad,
• Conferences in Poland,
• Post-graduate courses, MBA, legal counsel training,
• First bachelor’s and master’s degree programmes,
• First engineering degree programmes,

• Doctoral degree programmes (including implementation PhD thesis projects),
• Adult education,
• Internships,
• Guided self-study (e-learning, etc.),
• Other employee learning programmes that are employee training in nature