The strategic task of PGNiG’s and the PGNiG Group’s HR policy is to create favourable conditions to ensure knowledge retention within the organisation in order to avoid losses of knowledge due to staff churn. To that end, the PGNiG Group rolls out management skills training programmes in individual business units.
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In addition, in accordance with the collective bargaining agreement, a Mentors’ Fund was established at PGNiG Termika EP to recognise and reward employees who voluntarily provide training and support to other staff members, so as to foster their professional development in areas designated by the employer, in particular to fill competence gaps and achieve the expected levels of competence through training. Similar initiatives are taken at PSG under the ongoing Management Competence Development Programme. Last year, the second area of development under the programme was covered, including change management, innovation and change-oriented corporate culture. Due to the pandemic, the training was delivered in the form of webinars. The programme also included internal briefings in the form of Skype meetings or presentations made available for individual use. In addition, the company launched the second edition of the programme, covering basic training for newly hired managers and those who did not attend the first edition.
Programmes are also in place to ensure continuity of employment in the context of retirements. Soon-to-be retirees are identified one year before their employment contract ends and, depending on the job, their duties are being taken over by successors. To that end, internal and external recruitment process is carried out. To maintain continuity of employment in individual jobs across the PGNiG Group, the organisation offers both horizontal promotion (whereby employees are transferred to another business unit) and vertical promotion (whereby employees are promoted to a higher position).