Training and development of personnel of PJSC Gazprom Neft. Distance learning at JSC "Gazprom Neft" (Optimal distance) Training at Gazprom

Gazprom is a global energy company. Our employees work in all time zones and almost all latitudes - not only in Russia, but also in other countries. The company's team is one of Gazprom's main and most valuable resources, as the success of a business depends on the people employed in it.

The process of gas production and delivery to consumers is extremely complex, it requires special knowledge and skills. In order to reach the consumer, natural gas has to go a long way: from a well in the field to enter the gas pipeline and travel many kilometers. At each stage, the coordinated and precise work of specialists is important - as parts of a complex, but well-functioning mechanism. Therefore, gas industry specialists must be true professionals dedicated to their work.

Gasman is the best profession

We value the work of each employee, trying to provide comfortable and safe working conditions, as well as maximum opportunities for development and growth.

Realizing that the path to professionalism begins with quality education, Gazprom has been implementing special cooperation programs with leading specialized universities for several years now. Cooperation consists in targeted training of specialists and improvement of educational programs in order to minimize the costs of adapting young specialists to new jobs. Gazprom aims to advance personnel training for the implementation of strategic projects and the use of innovative technologies, as well as to attract the best graduates and improve the skills of its employees.

17 Russian universities have been identified by PJSC Gazprom as partner universities of PJSC Gazprom. Among them:

• Kazan National Research Technological University;
• Moscow State Technical University. N. E. Bauman (National Research University);
• Moscow State University M.V. Lomonosov;
• National Research University Higher School of Economics;
• National Research Tomsk Polytechnic University;
• Russian State University of Oil and Gas (National Research University) I. M. Gubkin;
• St. Petersburg State Marine Technical University;
• St. Petersburg State University of Economics;
• St. Petersburg Polytechnic University of Peter the Great;
• Ufa State Oil Technical University;

Universities are special partners of PJSC Gazprom:

• Graduate School of Management, St. Petersburg State University
• State University of Sea and River Fleet named after Admiral S. O. Makarov
• North-Eastern Federal University named after M. K. Ammosov
• St. Petersburg State Electrotechnical University "LETI" V. I. Ulyanova (Lenin)

The selection took into account such indicators as the compliance of university research areas with the company's technological priorities, the effectiveness of scientific and innovative activities, competitive advantages in the educational field, the level of international recognition and financial stability.

Currently, Gazprom includes two educational institutions of secondary vocational education:

Gazprom and its subsidiaries provide educational organizations with assistance in the formation of laboratory and training facilities, educational materials, and in the organization of student practice. In turn, educational organizations of higher and secondary vocational education engage managers and employees of the Gazprom Group for teaching activities.

Students are our future

Since 2014, Gazprom has been implementing the Gazprom Classes project to prepare a promising talent pool and improve career guidance.

Subsidiaries and organizations of PJSC Gazprom, educational organizations of higher and secondary vocational education are taking a number of measures to select the most promising school graduates for organizing their further targeted training in higher and secondary vocational education programs.

Since 2016, in order to identify gifted schoolchildren who are focused on engineering and technical specialties, capable of technical creativity and innovative thinking and planning their professional activities in the gas industry, with the support of partner universities of PJSC Gazprom, schoolchildren from Gazprom have been held.

PJSC Gazprom together with 13 leading Russian universities has been the organizer of Gazprom since 2018.

Participants of the Olympiad can test their knowledge in an intellectual competition, demonstrate their ability for technical creativity and innovative thinking, get an opportunity for an internship and employment at PJSC Gazprom.

The Olympiad is held in key areas for partner universities of PJSC Gazprom:

• Oil and gas business;
• Power industry and electrical engineering;
• Economy;
• Energy and resource saving processes in chemical technology, petrochemistry and biotechnology;
• Management in technical systems;
• Radio engineering and telecommunication systems;
• Applied Geology;
• Chemical Technology;
• Shipbuilding, ocean engineering and systems engineering of marine infrastructure facilities;
• Information systems and technologies.

Targeted learning

The organization of the targeted training campaign at PJSC Gazprom is carried out in accordance with the requirements of Federal Laws No. 273-FZ of 29.12.2012, No. 337-FZ of 03.08.2018, Decree of the Government of the Russian Federation No. 302 of 21.03.2019.

In order to comply with the procedure established by the laws of the Russian Federation for the implementation of targeted training of specialists, subsidiaries and organizations of PJSC Gazprom (hereinafter referred to as the Organization) carry out a set of career guidance and selection events in order to select the best and most promising candidates for targeted training (subject Olympiads, testing, questioning, interview, portfolio contest and other evaluation activities).

The list of candidates for targeted training in higher education programs is formed from among students of educational institutions of higher and secondary vocational education, as well as students of Gazprom Classes, regional preparatory departments of partner universities of PJSC Gazprom, winners and prize-winners of the Gazprom Industry Olympiad for School Students , the Gazprom Student Olympiad, as well as young students who are the most promising graduates of educational institutions located at the location of the Organizations.

Since 2007, in Novy Urengoy (Yamal-Nenets Autonomous Okrug) an open competition for young professionals "Successful Start" has been held.

In order to reward target students for outstanding academic achievement, PJSC Gazprom holds an annual competition for nominal scholarships awarded to students of educational institutions of both higher and secondary vocational education.

Every year, more than 10,000 students of educational institutions of higher and secondary vocational education undertake internships at the production facilities of PJSC Gazprom's subsidiaries and organizations.

Investment in human capital

Gazprom operates a System of Continuous Corporate Professional Education for Personnel, aimed at developing employees taking into account the growing requirements of production and labor quality, introducing new technologies and expanding the regions where the Group operates. Training is provided in educational organizations of PJSC Gazprom, training and production centers of PJSC Gazprom subsidiaries, on the basis of leading Russian universities.

The approaches to personnel training and retraining used by Gazprom make it possible to effectively manage personnel knowledge and build a human resources potential capable of achieving the goals of innovative development. More than 300,000 employees of the Gazprom Group undergo advanced training and professional retraining every year.

PJSC Gazprom pays special attention to working with young specialists. The Company implements an individual approach to the training and development of this category of employees. Every year, the company accepts more than 2 thousand specialists with higher and secondary vocational education. The Company has established the Coordinating Youth Council of subsidiaries and organizations of PJSC Gazprom. Subsidiaries have Councils of Young Scientists and Specialists, scientific and technical conferences of young specialists are held, in which employees of subsidiaries under the age of 35 take part.

Gazprom VNIIGAZ LLC has organized and operates a postgraduate course, two dissertation councils have been established, which accept dissertations for the defense of doctoral and candidate of science degrees in 6 scientific specialties.

Gazprom also provides various grants to employees of Gazprom's subsidiaries who receive postgraduate professional education in postgraduate and doctoral studies.

In addition, Gazprom's subsidiaries interact with regional educational organizations to train and improve the qualifications of personnel living in the regions of their operations.

Getting more and more popular distance learning is the most convenient and effective way to improve the professional level today, the development of which is also paid close attention at Gazprom Neft.

network breakthrough

The development of distance learning began in the early 80s of the last century with the advent of a variety of automated learning systems (ATS). The capabilities of the AOS were extremely limited, but some of them brought very tangible benefits.

A new stage in the history of distance learning has come when personal computers are widely used, equipped with a graphical user interface that provides playback of multimedia data in various formats. Second-generation learning technologies are called Computer Based Training (CBT).

Distance learning reached the present stage of development with the advent of the global Internet. Application services of the global network and the ability to provide access to educational content from virtually anywhere in the world have made it possible to make a serious breakthrough in the process of using information technologies in the educational field. From that moment, in fact, the term "distance learning" began to be used.

Due to the widespread use of multimedia and Internet technologies, the effectiveness of distance learning has not only been in many respects equal to the effectiveness of face-to-face learning, but often exceeds the capabilities of the traditional form. Distance learning can be carried out using various schemes that combine different means. Today, training methods such as simulators, webinars, video tutorials, and the use of electronic textbooks are popular, but the most common scheme is training using distance courses. Within the framework of this scheme, a combination of synchronous and asynchronous learning is carried out. Most often, synchronous learning is first carried out, in which distance learning students communicate with the teacher, then they study completely independently, receiving only the necessary methodological support. If the distance course is sufficiently voluminous, online classes with a teacher are periodically held in the process of distance learning. It is on such programs — using distance courses — that the distance learning system at Gazprom Neft is based today.

Cheap and effective - advantages and disadvantages of distance learning

The benefits of distance learning are clear: the opportunity to receive new knowledge "on the job" - at a convenient time, in a convenient place, according to an individual schedule, with the most optimal intensity for the student himself. Accordingly, the company's expenses are reduced: the costs of business trips to the place of training, accommodation, and “falling out” working hours are excluded. According to studies, distance learning saves up to 80-90% of resources for obtaining the same amount of knowledge. Although, of course, distance learning also has disadvantages. For example, certain difficulties arise when it is necessary to make operational changes to the program, if the training has already begun. In addition, quite serious efforts have to be expended on the formation of additional motivation among listeners. Another disadvantage is the high dependence on the technical infrastructure: failures can lead to a decrease in efficiency or even a failure of the program.

All these conclusions were fully confirmed by a recent poll conducted by Gazprom Neft. According to the results of evaluating the advantages of each type of training, the majority of votes were collected by distance learning. Among disadvantages of such a scheme were named:

• inability to receive feedback
• lack or difficulty of communication with other program participants,
• as well as the limited development of practical skills.

The psychological factor of changing the situation and moving to another social environment during full-time education turned out to be important for the respondents. Among the advantages, respondents noted the opportunity to return to the material covered, saving time on travel to the place of study, the opportunity to study on the job, independent choice of schedule and terms of study.

An important advantage of remote systems is a high level of personalization. The listener can independently determine the speed of studying the educational material, when he wants to be trained and which sections of the educational material and in what sequence he needs to study. At the same time, educational content can be combined for a specific student. All these factors are extremely important in the time pressure. Another important advantage of distance learning is efficiency. This indicator largely depends on the subject of the distance course, but in most cases it is higher than that of traditional full-time education. Some studies show that the duration of distance learning can be reduced by 30-40% compared to traditional face-to-face learning, and the speed of memorization of the material increases by 10-30%.

Program areas of distance learning

Gazprom Neft has been operating a distance learning system since 2010. Currently, it includes 23 courses, and one more is under development.

There are three main areas of study: adaptation, personal effectiveness skills and work with the Microsoft Office package. As part of adaptation distance programs, employees can take an introductory course; a combined course on self-service systems, business trips and applications for assignment of roles in the system; familiarize yourself with the self-assessment system and take recruiting courses; study the intricacies of the goal management system.

A set of courses aimed at acquiring personal effectiveness skills includes the programs "Oiler for non-oil workers", "Skills of modern management", "Effective time management", "Development and adoption of managerial decisions", "Business correspondence" and several courses on labor protection and safety. Self-learning of Microsoft Office packages is a standard and common option, also available to company employees.

All employees of the Gazprom Neft corporate center take an introductory course and a course on self-service systems immediately after being hired. The rest are appointed according to the planned annual application or can be chosen by the employee independently, if necessary, during the year.

On August 1, all managers of the corporate center, whose responsibilities include work with personnel, had the opportunity to connect to the new course "HR for non-HR". This is a special program for line managers, which includes test tasks, regulatory documents, in a word, the entire knowledge base on personnel management that exists in the company.

Another new course, Fundamentals of Refining, is currently under development. This is an analogue of the "Oil industry for non-oil workers", focused on the block of logistics, refining and marketing and intended for specialists without specialized education, but who, by the nature of their activities, are faced with this issue. The program is scheduled to start at the end of this year.

adult games

In the first half of 2012, about 240 employees of Gazprom Neft took distance learning courses, which is only 30% of what was planned for the year. While employees report many benefits of distance learning, according to the survey, its popularity in the company as a whole is low today, which means that the system needs a fresh breath, a new impetus. Such an impulse to learning can be an actual modern direction - gamification.

The name speaks for itself - this is the acquisition of knowledge during the game. Foreign companies, followed by leading Russian companies, are already actively developing this area. It is extremely important that such "games" allow learning at any convenient time, anywhere, using the Internet and mobile devices, while the company's current distance learning system is tied to the workplace. The creation of a program of this format is a project already this year, it will be focused on the maximum number of employees. It is planned that the development of a gamified learning system will take about a year.

Another direction of development is the expansion of the geography of the distance learning system. Today, within its framework, employees of the corporate center and 22 subsidiaries have the opportunity to study. The WebTutor platform, on which the system was developed, allows you to automatically maintain databases, create courses, programs and manage them at the level of the corporate center and subsidiaries. Replication of this program is planned for three subsidiaries - ONPZ, Moscow Oil Refinery and Gazprom Neft - Lubricants. The program makes it possible, on the one hand, to control the "daughters" and implement the courses necessary for the corporate center, and on the other hand, to provide enterprises with the opportunity to place the specific courses they need in the main program and independently manage these courses.

The construction of the system continues, specialists are looking for more convenient solutions that will make distance learning more comfortable. True, we should not forget that the desire to learn is a component no less important than the range of opportunities, and no matter how perfect the training programs are, the internal motivation of the employee, his desire to develop, always comes first.

Natalia Sharkova

How can you use it. In our material, we will describe the features of this type of education, as well as tell you where and how you can get a targeted direction to a university.

Features of Targeted Learning: Advantages and Disadvantages

Target admission is admission to the university on the budget in the direction of the state department or from the enterprise. If your training is paid by the enterprise, then you undertake to work for it within the period specified in the contract. If you receive a referral from a state body, then you will work according to the state distribution.

The main advantages of the target area:

• free education;
• guaranteed employment after graduation;
• a separate competition “for target beneficiaries”;
• enrollment occurs before the start of the first wave, if you did not pass, you will be able to participate in the main competition;
• some enterprises provide the opportunity to work while studying on a flexible schedule;
• social support from the future employer: scholarship, hostel, travel expenses, etc. (negotiated in the contract);
• assistance of the employer in the educational process (for example, collecting the necessary information for term papers, abstracts, scientific articles and thesis).

The most important and significant drawback of such training- the obligation that you bear to the employer. Even if during the training you decide that you do not want to link your fate with the chosen profession, you still have to work out the period specified in the target contract. Otherwise, you will have to reimburse the funds spent on your education, sometimes in two or three times.

Target set 2018: what changes are possible

In 2018, the government plans to adopt a new law that will tighten the conditions for targeted admission. It is expected that the minimum period of mandatory work at the enterprise after training will be at least 3 years.

A new participant will appear in the contract between the applicant and the employer - the university. He will be responsible for the presence in the document of all obligations for both parties. It is also planned to toughen the responsibility for non-fulfillment of these obligations.

In popular universities of the country, there is a high competition for targeted places

Where to get a targeted referral to a university

How to find an organization that will be the customer of your education at the university? There are several options here:

• If you want to enroll in a particular university, contact its admissions office and find out with which organizations it has concluded agreements on targeted admission. Some universities provide such information on their websites.

• You can get a referral from federal government agencies or body of state power of the subject of the Russian Federation. For example, if you want to enroll in, contact the Department of Health in your region.
• In local governments (for example, in the city administration) you can get information about which employers left applications for the conclusion of a targeted contract. There you can also write an application for receiving a target direction, indicating the desired specialty.
• You can find an organization on your own ( legal entity or individual entrepreneur). Decide on a direction, select organizations in this industry. Then visit them in person or go to the sites, find out if it is possible to get a referral to the university from them.

You can get a targeted referral through the Department of Health or a specific hospital

How to get a target referral to a university: step by step instructions

Start preparing for admission to targeted training in advance, about six months in advance.

Here is a general algorithm of actions:

1. Decide on the direction you want to go.
2. Find an organization that will pay for your education and/or contact your government agency.
3. Gather the required documents.
4. Conclude a target agreement with the customer (employer or government agency).
5. Submit documents to the university along with a copy of the target agreement.

You can get only one target direction to one university. Many large enterprises conduct a competitive selection among students who have applied to them. They will look at your school performance and personal achievements, conduct an interview. An additional bonus for you can be prizes at major olympiads close to the direction of the organization.

If you are receiving a targeted referral from a government agency, be sure to file your application on time. Information about the date can be found on the institution's website. Most often You can apply from March.

Gazprom conducts a serious selection among target customers, up to their testing

What documents are needed to receive the target referral

You will need:

• if you are studying at school - an extract on academic performance for the first half of the graduating class, certified by the seal of the school director;
• certificate of education, if you are a graduate of previous years;
• a diploma of secondary specialized education, if you are applying after a technical school or college;
• copy of the passport;
• reference from the place of study (if required);
• documents confirming special achievements (diplomas, medals, etc.).

So, if you have already decided on your future specialty, you can get free education at a university with the help of a targeted direction from the organization in which you dream of working. The main thing at the same time is to be confident in your choice, because after training you will be obliged to work at the enterprise for the period specified in the target contract. Therefore, responsibly approach the choice of specialty and organization, collect the necessary package of documents and boldly proceed to study. After receiving a diploma, employment will be guaranteed to you.

Before choosing targeted training, weigh the pros and cons. This is a good way to get an education for free, which then will need to be worked out.

Anastasia Mizitova, business coach, coach:

Good day! Today we are talking with Nikolai Dolgov, who is responsible for employee training at Gazprom Neft. Please tell us about how training is organized in your company. Of course, for the market this is a huge, noticeable company. We all know about your wonderful practices. What's going on with you in terms of learning?

Nikolai Dolgov, Head of the Development and Training Department of Gazprom Neft PJSC:

Indeed, Gazprom Neft has been involved in personnel training and development for a long time. This is one of the key areas in the field of activity of all our HR departments, and this is a long history.

Achievements: in 2015, we entered the top 3 federal companies that invest the most in the development of people according to the RBC rating. And in the blocks of our company, subsidiaries, of course, vast experience and various, very successful, unique programs have been accumulated.

But, despite this - and, perhaps, just because such a base was created - at the end of 2015, it was decided at the level of the Board that we are starting to create a corporate university in the company, and create it precisely through reform and transformation of all that wonderful that the company has already developed. It is to create from the point of view of systematization and further development of all those practices, developments, ideas that already exist.

Gazprom Neft has a corporate university, but it is not a separate campus, it is not a separate legal entity. This is, perhaps, a new look, a new approach to how to promote the development of people in our organization.

You just touched on a very interesting topic - cross-functionality of learning. And many companies are trying to follow this path, stuffing bumps. What have you learned from this challenging topic?

Perhaps I will say that we have learned (and have seen now) that this is indeed a very difficult story. Because - what is learning within a function? It is clear and obvious to everyone there that “I need this knowledge and skills in order to do my job here and now.” And usually they are packaged in models of professional competencies, they are usually equipped - at least with us - with methods for assessing the level of development of these competencies: test, case methods, various competitions. And therefore, there are no questions about what this needs to be taught and people should know this.

And when we talk about cross-functional learning, it’s sometimes not very clear here: “Actually, why would I waste time on this? What's so good about them that we don't?" and so on. And at the same time, our experience shows that when this illusion (and it really is an illusion) is broken, when functions meet and begin to exchange the best practices and the knowledge that they have, there is a serious synergistic effect. This cross-functional interaction helps to start using in a different way everything that is obvious in some parts of the company, but not known in others.

If we talk about innovations, digital things, I know that Gazprom Neft is trying to be a pioneer here in many things, in many issues, and, in particular, is doing a lot agile,digital. Tell me, please, a few words, what has been done, what is going on?

Indeed, the topic of “digital transformation”… It seems that at first glance it may seem: the oil industry, the conservative industry and digital transformation - how can this be put side by side? But in fact, the impact of digital transformation on us as a company, and on the industry as a whole, is great. It is great, and from the point of view of such individual aspects as the use of industry 4.0 technology - the Internet of things, digital copies, robotics - all this is already becoming part of our technological processes. And besides this, the very topic of digital transformation as the use of new technologies and opportunities that this connection of the objects of the physical world to the digital world brings with it.

What we did, and, in my opinion, did it very right - we agreed on this, and the corporate university, together with the Department of Information Technology, held a session for our top leaders. For two days, 160 key executives from different functions, from different blocks, listened and discussed together what digital transformation is and how it will affect the company's business.

You are one of the largest companies in the Russian market. Surely you have major educational projects. Please tell us about them.

I think that most, probably, companies now have this: such long-term semi-annual, annual programs in cooperation with business schools or with strong providers on the market that we are doing. In my opinion, the difference is in the details, the difference is in how these programs are built.

For me, probably, the key change, the main thing that I see in one of our programs ... It is called "Master of Management", and its target audience is leaders of the "first person -2, -3" level. That is, these are really the key leaders of the company, the top link. And when we designed this program, we started by meeting with the leader of each of the participants and asking him a question why this person goes to this program. What is the task now, the business task that he faces, which this program should help him solve? What do you want to see as a result, that is, what support exactly within the framework of this program does he need in order for the business effect to turn out? And it was very nice when at the end we met again with these leaders, and they talked about what they really see progress in this direction: how the people themselves have changed, and, most importantly, how the work on the key projects that they are working on has progressed. entered this program.

You have a huge business, it has many different directions, many initiatives. How to try to evaluate the cumulative effect of training on business, on the company as a whole? Is it even possible?

In terms of learning effectiveness, I think I now believe two things about the whole system. I believe in such an indicator, which is more applicable, probably, in the same marketing and in some digital topics now: the number of active users. That is, the number of people who use the services or opportunities that the company provides.

Second, when we talk about the effectiveness of training, I am in favor of measuring the effect of specific initiatives. There are different business models in general, there are classic business models that existed before. For example, this is the best product model. That is, some kind of product was created, it was introduced to the market, and then this is Porter's competition model, either differentiate, or by price. That is these approaches. And they had their own indicators related specifically to the marginality of this product, related to net profit, with such things. That's one business model: Bring the best product to market.

Different business model: better solutions. That is, satisfy the maximum number of customer requests.

And the third business model, which is now increasingly in demand, is the platform business model, that is, when it’s not about profit here and now, when it’s not about what range of services we offer to the client, but about what we create a platform that is interesting and attracts a large number of people from different angles. It is the creation of a platform with a large number of participants from all sides that will inevitably bring money in the future. It’s just that when you have a lot of people start using something and interacting with each other, you, as the owner of the platform, will definitely make money on it.

Looking back at what you personally did, at what was done before you, maybe even before the formation of the corp. University, what causes pride?

Perhaps I will say two things. Something that really inspires pride. The first is those long-term developments that were created even before the start of the university. For example, the Company's long-standing Professional Growth Center in the Exploration and Production block.

And the second thing that makes me proud now is that people from business, that is, managers and experts from departments, are beginning to believe and accept that approach, that view in general on the development of education that we offer from the university. And the view is that each specific person is responsible for his development, and it is impossible to plant this development by the forces of people who are now divorced from actual production tasks. That is, education is possible, and primarily done, through communication between people, those who now know something more and who have something to give to others, and those who need this knowledge.

What is it expressed in? The fact that more than 15 professional departments within the university have already been opened, which means that the leaders of functions, moreover, serious production functions, such as mining, such as processing, mechanics, energy, industrial safety, production efficiency, have believed in the format of such development of the learning system and are ready to contribute and play by these rules.

- For you personally, in your area of ​​responsibility, what is the trend and what is the future for a year or two?

In the horizon of a couple of years, I believe that the development of the educational system will follow the path of more and more inclusion of people from business units in it. In general, my dream is that in a couple of years we can say that we have a couple of thousand people working at our corporate university, but at the same time there will be 50 HR people.

- I am very grateful to you for the conversation, Nikolai. All the best to you and great professional success!

Thanks Anastasia!

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What is a targeted direction to a university and how to get it? A target direction is a direction from a specific organization that undertakes to pay for the education of a particular student. In return, the enterprise requires the student to have a compulsory working out after graduation from the university for a period of 3 years. If for some reason the target cannot return to work, he undertakes to return all the money spent on his training.

Petersburg diary: Target direction: guarantee or opportunity

Every year more and more applicants are interested in alternative ways of admission. The most popular of them is the target direction. However, there are many misconceptions associated with targeting. For example, some schoolchildren are sure that, having received a targeted direction, they can relax and enter a prestigious university even with low USE scores. In order to understand how the target reception is arranged, we talked with Alexander Vyacheslavovich Babich, Deputy First Vice-Rector of St Petersburg University for academic, extracurricular and educational-methodical work.

Targeted training from Gazprom

Gazprom is a global energy company. Our employees work in all time zones and almost all latitudes - not only in Russia, but also in other countries. The company's team is one of Gazprom's main and most valuable resources, as the success of a business depends on the people employed in it.

Moscow Oil Refinery opened recruitment for targeted training at Gubkin University

Moscow Refinery together with Russian State University of Oil and Gas (NRU) named after I.M. Gubkina - the leading Russian university in the field of training for the oil and gas industry, opens a set of targeted training in the specialties: chemical technology and resource-saving processes in petrochemistry.

St. Petersburg State Marine Technical University SPbGMTU

FTsKPS and DPOS also train students in additional educational programs agreed with the customer of targeted training, provide advanced training, retraining of specialists in various areas of science and technology, economics and management in the profile of the university.

How to get a targeted direction to a university: features, advantages and disadvantages

Targeted learning is thus beneficial to all three parties. The university receives a guaranteed filling of budget places, the enterprise - a specialist specially "sharpened" for it, the student - a more loyal competition for enrollment, confidence in employment and a number of advantages over other applicants.

Work with young specialists and interaction with universities

The Company is implementing a three-year program for the development of young specialists of production enterprises “Three Frontiers”, aimed at unlocking professional and career potential and includes adaptation measures, developing trainings, as well as a mentoring system. The best of the graduates of the program are recommended for enrollment in the personnel reserve of enterprises. The company currently employs more than 500 young professionals.

target set

Targeted training of specialists will be carried out in educational institutions of St. Petersburg at the expense of the federal budget and the budget of St. Petersburg with the conclusion of agreements between the student and the customer within the framework of targeted contractual training of specialists in the manner prescribed by Russian legislation.

OmSTU: how to apply for - target place

One of the largest areas is associated with the processing of materials and engineering technology, specialists are trained here for enterprises: PA Polet is a branch of the Federal State Unitary Enterprise GKNPTs im. M.V. Khrunichev”, Branch “Omsk Motor-Building Association named after P.I. Baranova, Salyut Gas Turbine Engineering Research and Production Center JSC, High Technologies JSC, Omsk Transport Engineering Plant JSC.

About the target set

Future target users must also take into account the fact that agreements between universities and customers (executive authorities, departments, enterprises, organizations) are usually concluded in April-May, because it is by this time that all issues with funding, lists of applicants and the number of places allocated to them for training are settled.

How to become a gas producer

This program is traditional for most companies of the Gazprom Group, essentially consists of targeted career guidance for young people, followed by targeted training at higher and secondary specialized educational institutions, accompanied by industrial and undergraduate internships at the company. The sequence of program stages (detailing of processes).

TPU GAZPROM: practice of education

At the Institute of High Technology Physics three years ago, on the order of OOO Gazprom transgaz Tomsk, a group of researchers from the laboratory of beam-plasma technologies (supervisor - Professor Gennady Remnev) began the development of an industrial installation for the disinfection and treatment of domestic wastewater using a pulsed electron beam. To date, the operating installation has been created and is undergoing a testing period.

Targeted training from Gazprom

If the student is sent by the administration, he is allocated a budget place. If he is sent by an interested employer, then he can take on the cost of training. In this case, an agreement is concluded with the student, according to which the sending company pays for tuition, and the student, after graduation, undertakes to work in this company for several years. Well, the second important aspect is the further employment of the student.

How to get a targeted referral to a medical university in 2020

• who are not included in the above list of persons;
• if, after checking the information, it turned out that the applicant provided false information about himself;
• if the documents are drawn up incorrectly or not in the form;
• The submission of papers was made after the deadline for accepting applications had ended.

Targeted training from Gazprom

The priorities of the sectoral education system are strategic management, investment efficiency analysis, enterprise management, industrial economics, labor organization, technical disciplines in the areas of production.