Employee development

Everything you will need for work, like IT devices or personal protective equipment, will be ready and waiting when you arrive. Then during the first three months you will get to know the team and the key stakeholders, work with a mentor from your new team, learn about the company and its processes and visit the facilities relevant for your work. Your progress will be monitored monthly according to the induction plan

For positions that require specific skills, we organize additional paid theoretical and practical training, as well as work simulations. For example, in our training centers, operators learn how to properly operate an oil well through simulation, while employees at petrol stations train on functional mock-ups of cashier areas and fuel dispensers.

In addition to legally required training, we offer opportunities for development in different ways:
• In-house training programs
• Advanced training (e.g., Power BI, software modeling of oil/gas production and refining)
• Licensing (e.g., mining exam or licensed insurance intermediary/agent)
• Third-party training programs and conferences

Any employee can become an internal trainer in a topic they are experienced in, even if the topic is not directly related to their primary field. For example, a financial analyst can be a trainer for public speaking.

When you change positions or take on new responsibilities, we assign you a mentor who provides expert and/or leadership support in your professional development and in tackling new challenges.

Annual evaluations identify employees with great expertise, as well as those who have the potential to develop it. Individual development plans help employees discover their strengths and define their development path. Individual and group work help employees understand their motivations, limitations, and ways to overcome such limitations.

Each year, we promote around 150 employees with no prior leadership experience into their first managerial roles. Moving from an expert role to a leadership position requires new skills, because technical skills differ greatly from the skills needed to lead and develop people. That’s why in this program we focus, among other things, on how to delegate responsibilities and develop a team, how to communicate clearly and supportively, and which tools are most useful in this new role.

Colleagues from different parts of the organization have the opportunity to compete and win valuable prizes. Examples include:

• “Best in the Profession” – petrol station employees, drivers, as well as operators and their supervisors have the chance to demonstrate their theoretical and practical knowledge through tasks, simulations and knowledge tests.

• Scientific and Technical Conference – employees in expert positions present their scientific and other projects before a professional jury and exchange knowledge.

Together with expert associations and other organizations, we organize workshops,simulations and advanced training, and sponsor employees’ membership in professional associations.