The success of the Company's employees in the professional activities and teamwork depends on their knowledge and skills. Rosneft provides opportunities for its employees to continuously improve their abilities and skills. The key aspect of the staff training and development policy is the internal growth and professional development strategy.

Rosneft has a unified corporate staff training system covering all business areas and staff categories.

The corporate training and development system of Rosneft staff is aimed at addressing the following strategic objectives:

• Ensure the required professional and technical competence level of employees for current and future needs of the Company business;
• Strengthen the Company management competencies, including through the internal talent pool development;
• Secure the Company strategic projects with well-trained personnel;
• Comply with mandatory state training level requirements for the fuel and energy complex staff aimed at ensuring quality and safety at production facilities; ensure the required  competence level of all the Company employees involved in the industrial safety management system;
• Ensure the required competence level of all the Company employees involved in the corporate health and safety management system.

In accordance with the aforementioned tasks and depending on the goals for which training and development is carried out, the programs are divided into the following categories: mandatory training programs to ensure site works safety and quality, professional development programs, including vocational training, retraining, professional development, specialized courses of professional competence development, management programs.

The training covers government requirements, corporate policies and procedures, and best Russian and foreign practices.

Much attention is paid to the key areas of vocational technical training in the field of development and production: geology and field development, well drilling, development of continental shelf oil and gas resources, development of hard-to-recover reserves, advanced technologies for intensification of oil production and enhanced oil recovery, offshore production systems; in the field of refining, commerce and logistics: improvement of oil and gas refining processes, increase of primary and secondary oil refining efficiency, advanced technologies at retail facilities, development of related business, transport logistics, international oil and oil products trading.

The Company provides management training to managers, it identifies and develops its talent pool.

The existing distant training system contains a large number of corporate courses and multimedia aids, providing employees with quick and convenient access to the knowledge database.

Internal resources and accumulated expertise are actively used to disseminate experience and knowledge among employees in order to improve their performance. Continuity of internal training is ensured by the joint efforts of HR staff, department managers and experts in various professional fields, which helps to preserve the accumulated organizational potential, accelerate corporate standards implementation, improve business processes knowledge and cross-functional interaction.

The Company continuously increases the capacity of its training base and develops its own training resource. The volume and quality of production personnel professional training at hazardous production facilities is provided by corporate training centers, implementing professional training programs for workers, professional development courses for specialists and managers, and courses to develop specialized competencies in specific activity areas. Training centers have modern facilities equipped with professional simulator equipment, electronic and remote means of education and knowledge testing, training areas to improve practical skills.

Development of end-to-end mentoring system is defined as one of the Company staff development priorities. Mentoring is the most important element of accumulation and transfer of professional knowledge, skills and experience to young employees – workers and specialists. The mentoring system includes:

• Internship and on-the-job training for newly hired workers and young specialists;
• Assessment of knowledge, skills and abilities, compulsory training, professional training, practicing skills on simulators;
• Participation of mentors and mentees in corporate events;
• Training and motivation of mentors.

The Company holds an annual Best Mentor corporate contest. Objective of the contest: development and encouragement of mentoring traditions in production, identification and implementation of the best mentoring practices, formation of a database of the best mentors, and motivation of mentors.

The Company's experts participate in the state project to develop industry professional standards.