Development

The Company pays close attention to the onboarding of young professionals, when the Company's employees help the newcomer with the organization of the workplace, attach a mentor, prescribe an individual adaptation program, assign various training courses.

Since 2021, the holding has been holding a quarterly New Employee Day – the Personnel Management Department gathers and congratulates new employees on the successful completion of the probationary period.

Not every domestic business can boast of opportunities for career realization possible in Avtoban! A productive employee who wishes to develop and participates in corporate development activities can’t help but experience the career growth! The selection of young professionals with a potential and desire to develop begins at the earliest stages of their career at Avtoban. Young engineers and specialists join the ranks of the "youth talent pool" in order to have an opportunity to go beyond their job functions, to gain valuable knowledge and skills. It allows them to easily and confidently move to new stages of career development in the near future. Employees of the Human Resources Department developed and created career tracks for all production positions. This made it easy and clear to create plans for the future! Cross-functional internships, individual development project tasks under the mentoring from the management company, spring and summer sessions in Moscow with lectures by internal experts and skill trainings on common required competencies, problem solving business simulators with the future in mind — all this is an incomplete list of developing activities of the youth talent pool. Many of these young specialists eventually become members of the TARGET PERSONNEL RESERVE, which is a broad group of specialists and managers who undergo serious and intensive training to move up to higher management positions. Target members of this reserve, who join the pool each year, undergo an aptitude and potential assessment to work with their mentors to develop individual professional development plans. In addition to participating in intensive in-person and distance management programs, each member of reserve receives a quarterly "reading plan" of developing business literature. The most active readers receive incentive prizes — business books of their choice. In 2021, job shadowing, one of the most effective methods of on-the-job training for employees, was launched among the members of the reserve. The expected results of this form of training is the growth of new practice-oriented knowledge, reducing the period of future adaptation, the risk of assigning an unmotivated employee and reducing stress.

In the first half of 2021, the members had the following collective objectives: to complete 10 to 15 trainings or 6 video lessons, 4 simulators, study 2 books and to take a job shadowing practice. Many managed to exceed this plan:
· KHMDS Manufacturing Company with 137%
· SU-910 with 136%
· SU-911 with 127%
· СKAD Manufacturing Company with 114%
· SU-925 with 111%
· SU-905 with 104%

We congratulate the members of the personnel reserve for their great performance!

AVTOBAN Group of Companies pays close attention to the professionalism of its employees.

The company has developed a Map of target competencies, containing requirements for current and prospective competences of employees, depending on their official status and functional affiliation. In accordance with the Map, educational content is being developed and educational programs are being formed. The curricula are formed individually and are based on the results of the competence assessment, where each training participant can realize their strengths and improvement areas.

We practice both offline and online learning formats available to remote workers. The company uses business simulators that gamify the learning process and enable practicing the theoretical material studied on virtual simulators.

The company continues to develop training in the area of "road construction": in 2021, AVTOBAN Group signed an agreement with the Siberian State Automobile and Road University for the development of multimedia educational content on all elements of the main production process. Simultaneously, together with the Moscow Highway Institute, we are deploying a project on offline and remote (real-time) technical training of members of the succession pool for key production positions.

The corporate distance learning system also includes courses on soft skills – personal effectiveness, management, project management, business management, economics and finance. In 2021, mass training of managers of all levels and members of the succession pool on the course "People and Communications Management" was launched. Around 300 people took part in the program, which is designed for 1.5 years and exceeds the level of standard MBA programs in Russian business schools in terms of the profoundness of topic. Also, production directors started training at the MIRBIS business School under the MBA program "Investment and Construction Business".

AVTOBAN Group supports the traditions of training by internal experts. Project managers, engineers, craftsmen, work producers, dispatchers and mechanics gather annually in production companies and construction departments for training sessions to communicate with internal experts on professional topics.

JSC "DSK "AUTOBAN" is actively engaged in the development of the succession pool and trains its best employees for the future transition to higher management positions.

Main tasks of the succession pool system:

1. Planned rotation of aging strategic managers to trained successors who are ready to fill their positions

2. Formation of human resources in case of unforeseen circumstances related to the dismissal of key employees

3. Career planning for employees to ensure the effective functioning of the company

Employees in the succession pool undergo an assessment of their abilities and potential and, together with their mentors, develop individual professional development plans. For two to three years, participants of the succession pool participate in activities aimed at developing their most needed competencies, with an emphasis on internal training.

There is a separate youth succession pool for young professionals. They undergo cross-functional internships, individual developing project tasks under the mentorship of curators from the Management Company, participate in sessions with lectures by internal experts and trainings on generally required competencies.

Employees of the AVTOBAN Group of companies who show high performance are awarded both corporate and external awards. In 2020 and the H1 of 2021, 1,499 awards were given to the holding's employees, including:

11 – from the Federal State institution Centravtomagistral
56 – from the ministry of transport of the Russian Federation
63 – from various municipalities of the country
332 – from the State Company “Russian Highways”
1,037 – corporate awards of AVTOBAN GROUP