Personnel development

The Company sees investments in the occupations training of its employees as a pre-requisite for long-term competitiveness, dynamic development, and, ultimately, higher value of the Company's human capital.

High-quality professional training provides the level of employee qualification necessary for solving professional challenges. It also increases employee loyalty, forms a favourable social and psychological climate at the workplace and has a direct impact on the development of corporate culture.

  • 8,5 million rubles

    invested in the talent development programme in 2018

  • 1,500

    employees have taken part in training programmes in 2018

Personnel development priorities

  • Professional mentoring
  • Professional training
  • Versatility training
  • Development programmes for all types of professional activity
  • Shaping and training of the talent pool
  • Top management training

Employee training system is designed to meet the individual needs of departments and jobs, modern requirements to the level of personnel qualification.

Professional coaching

Professional coaching is the most important stage of new employees onboarding process. It allows to save and transmit the internal potential of the professional knowledge accumulated in the Company.

Mentors from among the heads of departments, supervisors, and foremen assist their mentees to navigate in a professional environment, determine the direction of improvement and to develop an individual training programme taking into account the selected direction.

There are training classes organized at the production site. Under the guidance of mentors employees receive training and participate in workshops in educational centres.

Talent pool

Talent Pool focuses on certain members of the staff, who have passed tests and qualify as high-potential employees who have the required capacity to perform the duties of their immediate leader.

Employees from the talent pool enjoy:

  • Development courses
  • Training in higher and secondary educational institutions at the expense of the Company
  • Pre-training and certification
  • Internship in the capacity they are qualified for

Professional competitions

Altai-Koks sees it extremely important to improve the prestige of working professions, develop technical creativity, encourage the employees to improve their labour productivity and qualification. For this reason skill competitions are organised on a yearly basis. Over 200 employees participated in competitions in 2018.


Professional competitions

NLMK Group places paramount importance on improving the image of blue-collar jobs, developing technical creativity and encouraging employees to increase productivity and upgrade skills. To support these goals, the Company holds annual professional skills competitions.

Project competitions

  • Best in Profession

    The company annually holds up to ten competitions of professional skills for working trades, aimed at promoting professional development.

    The company annually holds up to ten competitions of professional skills for working trades, aimed at promoting professional development.

  • Young Leader

    Altai-Koks is one of the sites where corporate competition"Young Leader” takes place which is aimed at identifying the most active, motivated staff, future executives.
    Over 30 workers of the plant under 35 participate in the competition.
  • Foreman of the Year

    The competition Foreman of the Year is aimed at improving the professionalism of the employees, bringing out the best line managers, developing their creativity.

    Senior and shift foremen and shift supervisors are invited to take part in the competition. They demonstrate expertise in the field of industrial safety and health, improve the skills of creating products of different scale and complexity. As part of the competition they will have to prepare and defend their mini-projects to improve production efficiency. Later on these mini-projects serve as a basis for full rationalization proposals with a prospect of their implementation in production.