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Sustainability

Employees

Personnel is one of LSR Group’s key strategic resources and our aim is to create best possible conditions for realising the potential and developing the professional skills of our employees.

Key targets and progress towards them

  2019 results 2020 targets 2020 results 2021 targets
Voluntary turnover rate 22% 25% or below 19% 25% or below
Average recruitment and onboarding success rate 78% 70% or higher 84% 70% or higher
Number of employees who completed training and upskilling programmes 4,468 At least 4,000 5,933 At least 4,000
Investment in social programmes for employees RUB 252 million At least RUB 200 million RUB 242 million At least RUB 200 million
Employee satisfaction survey Ongoing Complete Complete -
Number of confirmed incidents of human rights violations 0 0 0 0

In 2020, the COVID-19 pandemic largely affected the measures implemented and the tools used in HR management. The circumstances required immediate response in order to improve the safety of employees, ensure their effective work in new conditions and restrictions. A large number of events were transferred to online and distance formats. Despite all difficulties in 2020, we managed to ensure positive dynamics in all key HR indicators, as well as achieve goals set for 2020.

Other key figures for 2020

9,453 people – average headcount (2019: 9,814 people)

23% – employee turnover rate (2019: 27%)

73% – employee satisfaction level

Approach

LSR Group’s HR policy ensures that our employees receive a decent pay, provides them with social support, and offers them training and professional development, as well as career advancement opportunities. As we deliver on these objectives, it helps maintain robust productivity and staff performance and fuels LSR Group’s future growth.

We comply with the requirements of the labour law, including those pertaining to human rights, and are committed to implementing uniform approaches to HR and social policies across all business units while enabling LSR Group’s entities to build their own HR management processes in line with business profile.

Key activities implemented on an annual basis

  • Selection and recruitment of staff to fill vacancies according to LSR Group’s needs
  • Development of LSR Group’s corporate culture and HR brand
  • Training and upskilling programmes for employees
  • Engagement with relevant educational institutions and enhancing the appeal of construction careers
  • Employment of people struggling to find jobs and people with disabilities
  • Ensuring timely payment of competitive cash compensation
  • Implementation of financial and non-financial motivation programmes
  • Running social programmes and events for employees
  • Functioning of the Trust hotline
  • Preparing reports and assessing the effectiveness of existing HR procedures
  • Regular meetings of HR managers
  • Conducting inspections and audits

Since 2019, a new long-term incentive programme (LTIP) for 2019-2023 has been in effect for LSR Group key employees. LTIP participants will receive PJSC LSR Group shares if key strategic targets are reached.

New measures and initiatives in 2020

  • LSR Group was ranked as the most attractive employer in the construction industry according to the ANCOR magazine, based on the results of a study by Randstad Employer Brand Research (REBR). The attractiveness of LSR Group increased by 5% compared to 2019.
  • LSR Group introduced a range of new measures to prevent the spread of COVID-19. Apart from sanitary and preventive measures, we invested a lot of effort in remote work arrangements, distance learning, and more effective internal communications.
  • We completed the project of transition to an updated version of the 1C: Payroll and HR Management software. The new software has simplified HR record-keeping, standardised templates of HR documents. On top of that, we initiated the introduction of two new modules of the software: Recruitment and Training.
  • We continued to develop LSR Group’s HR brand:
    • We assessed the engagement and satisfaction of about 2 thousand employees of all LSR Group’s entities, the results indicated high engagement (78%) and an average high satisfaction and loyalty level (73% and 76%, respectively)
    • A study was conducted to evaluate LSR Group’s HR image among external candidates, the survey showed that HR brand awareness averaged 86% and that 70% of respondents would like to work for LSR Group, noting reputation, reliability, the ability to work in a professional team, and official employment
  • We introduced new methods of remote recruitment and changed the format of job interviews
  • We expanded distance learning opportunities for employees, which allowed to increase the number of employees covered by training because this form of learning is more accessible
  • We implemented measures to develop internal communication channels:
    • We approved the development plan of our corporate TV and, in accordance with this plan, purchased and installed 20 panels at various LSR Group’s entities
    • The corporate portal for employees was completely revised, with its interface made more convenient and user-friendly, the approach to content creation changed, and new services added. This significantly increased the numbers of corporate portal users
External regulatory documents
  • Labour Code of the Russian Federation
Internal regulatory documents
  • Internal Workplace Regulations
  • Regulations on Employee Remuneration and Financial Incentives
  • Code of Ethics
  • Personnel Selection and Recruitment Regulations
  • Employee Onboarding Regulations
  • Regulation on Corporate Awards
  • Regulation on Housing Programmes
  • Information letter (annual letter on the social policy budget development)
  • Human Rights Policy
  • Each entity’s own Safety Standards
Responsibility
  • Human Resources Department
«LSR Group» discloses information on the page on the Internet of LLC Interfax-TsRKI — the news agency accredited by the Central Bank of the Russian Federation to disclosure of information.
Information is available here.



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