Education and training
NIS has a long tradition of organizing numerous in-house training courses to ensure the implementation of up-to-date knowledge and technologies, and to train both new employees, and those who are posted in different work positions.
With its extensive investments in the development of knowledge and skills of its staff members, and setting up a system of quality and permanent training NIS creates an opportunity for its staff to be provided with necessary training and to acquire qualifications, which conform to European and international standards in production, refining and sales and distribution of crude and petroleum products.
Plan of trainings and development of staff members is devised to meet the requirements of the Company’s business processes. The following trainings are organized in the Company:
- Technical trainings (professional training in specific business areas – handling special equipment etc.),
- Non-technical trainings intended for development of managerial and leadership skills (Soft skills, seminars, conferences, symposia),
- Foreign languages (as per business needs),
- Statutory trainings, licenses and other.
Great importance is being attached to tailor-made training programs for employees, for example “Succession Pool“, “Leader 2013“, “Project Manager“, “Young Experts“ etc. Each of these programs is aimed at the development of competences in certain groups of staff and their common purpose is to enable staff to take part in achieving the Company’s long-term ambitious objectives.
Succession Pool represents a group of staff members, tapped for executive positions within the Company’s structure. Advantages of long-term investment in own professionals instead of protracted headhunting on the labor market compelled NIS in 2010 to draft and subsequently, in 2011, to adopt the Standard to Set-up and Work with Succession Pool.
Leader 2013 Program has been devised for employees with best leadership potential, for those Succession Pool members who continuously accomplish excellent results. The Program’s main objective is to provide succession for the Company’s top-management positions.
The purpose of “Project Management“ Program is to determine the professional qualities required for the job position “Investment Project Manager”, as well as to distribute investment projects for the current year.
“Young Experts“ are a special group of younger people who before joining NIS had short work experience, and joined the company right after high school or college. For these young professionals the company is providing a structured practical training program to run for two years.
Continuous investment in the development of know-how, abilities and skills of young talents and “successors” enables the Company to have the best employees at key positions in the long-term, is the fact we are particularly proud of.