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Duly satisfaction of Company subdivisions needs in the highly qualified and motivated personnel, constant increase of theirs professional level, perfection of methodology and technology of work with the personnel for formation, development and perfection economically effective, profitable, attractive for investors and integrated in Russia economy company.  

 

It is realized through personnel management, as the system of intrafirm relations.

 

Is an integral part of the general strategy of the Society, promotes achievement of its financial and economic stability, steady profitableness and dynamic development. Transition to management of the personnel means transition from a method of post-reaction to arising problems in work with the staff to regular and constant perfection of this work, its planning on the basis of the analysis and diagnostics.

 

·         Conformity to the purposes of the Company.  Attraction and keeping in the Company of the best professionals on an existing labour market.

·         Use of a personnel reserve of the Company  as priority personnel resource.  The employees of the Company included in staff of an internal and external personnel reserve have the right to apply for any open vacancy or vacancy of the head, and if experience and qualification of person corresponds to requirements to a post.

·         Quality. Providing with conformity of managerial processes of personnel to internal standards of the Company.

·         Efficiency and profitability. A correlation of work results and expenses, minimization of financial expenditure and working time of the involved employees.

·         Observance of Russian legislation requirements.

·         Safety of the Company. Complex check of candidates on vacancies, support of principles of labor protection.

·         A principle of reliability. Giving of reliable, representative data on Company activity in the field of management of a human resource.

 

 The primary intent in the field of personnel management:

 

Development strategy of a control system by the personnel is orient on long-term objectives realization of OAO “TGC-11” such as strengthening of competitive advantages in the developing power market and increase of work efficiency. It has following purposes:

 

•       Interconnected with corporate mission of the Society smooth transition from work with the staff toplanning the personnel completely integrated into business – processes, which result by the end of 2006 should become plans of department work of personnel management for 2007, drowned up according the corporate standards of the Company;

 

•       Creation and introductionof a uniform complete control system by the personnel with the necessary complex software by 2008;

 

 

•       Creation of uniform system of normative, administrative, methodical intrafirm documents and principles of work with the personnel in OAO “TGC-11” by the end of 2006 and in dependent Societies up to the end of the first quarter 2007;

 

•      Definition of qualitative and quantitative needs for human resources, formation of optimum organizational structure of OAO and its divisions, forming of horizontal administrative structure up to the end of 2006 and also the maximal reduction of intermediate administrative parts for achievement of common purposes and performance of business - processes within 2007;

 

•       Constant staffing of Society structure by optimum and motivated structure of the staff:  selection and arrangement of the personnel, maintenance of a high qualification level of the personnel to provide competitiveness of the Company, providing with motivation of the personnel on highly effective, productive work creation of the rallied and effective administrative commands;

 

•       Coordination of Societies activity, subordinated OAO “TGC-11” in the field of personnel management.

 

 

1. Formation and perfection of management structure of the Society.

2. Providing of the Society with the highly qualified personnel.

3. Effectiveness increase of personnel use by prediction and planning of labour parameters.

4. A minimum level of employee turnover, improvement of human resource quality.

5. Selection, adaptation and rotation of the Society staff according to structure and business - processes.

6. Preparation of a Society personnel reserve.

7. Development and realization of the basic directions of personnel development connected with their functional duties.

8.  Creation of system professional and career motivations of the personnel.

9.  Organization of training, preparation, retraining and raising the level of staff skill on common goals and objectives of the Society.

10. Organization of a payment and motivation.

11. Effective system formation of material, moral and social motivation of the personnel.

12. Development of corporate culture.

13. Formation of social policy of the Society.

14. Providing with social partnership with labour collectives.

15.Organization of taking stock of personnel and personnel documents.