Employee Development
The Continuous Vocational Education and Training System for Personnel of PJSC Gazprom, Its Subsidiaries and Entities sets uniform requirements for the organization of employee training and development. The System is a combination of interrelated processes, from identifying the need in employee training to assessing its efficiency.
The alignment of employees’ professional competencies with production requirements and the Gazprom Group’s growth strategy is ensured through a continuous training system that incorporates a diverse range of educational and methodological materials, the use of simulators, and the development of its own training infrastructure.
Internal documents governing the development of the Continuous Vocational Education and Training System were updated in 2025. In particular, the Company approved the Regulation on Corporate Competition for the Best Educational and Methodological Solutions for the Continuous Vocational Education and Training System, launched to introduce modern training methods and technologies, develop the corporate educational environment, and consolidate best employee training practices across the Gazprom Group entities.
In 2025, a special focus was made on development of professional competencies and sharing of best HR management practices. In November, the Lakhta Center multifunctional complex hosted the Gazprom Group’s Talent Forum Together to Success. The event included a seminar for the Gazprom Group entities’ HR departments, an extended meeting of PJSC Gazprom’s Education Board for Professional Training of Employees, a Competencies Workshop exhibition, and a corporate competition for the best educational and methodological solutions for the Continuous Vocational Education and Training System for Personnel of PJSC Gazprom, its subsidiaries and entities.
PJSC Gazprom contributes to the development of Russia’s national qualifications system. In 2025, the Russian Ministry of Labor and Social Protection approved three professional standards developed by the Company. In addition, four draft professional standards were developed in the reporting year, with another five draft standards planned for development in 2026.
Implementation of professional standards in the operations of PJSC Gazprom, its subsidiaries and entities is reviewed annually at the meetings of PJSC Gazprom’s Board of Directors. In 2025, the Board of Directors resolved to continue the work on implementation of professional standards across the Company.
For more details on activities related to employee development, see the Gazprom Group’s Training System, Young Talent Training and Onboarding, and Collaboration with Education Institutions subsections.
Elena Tyan brings more than 20 years of experience in human resources management, combining strategic planning with a genuine focus on employee well-being and creating conditions in which every individual can realize their potential.
Over the course of her career, she has delivered a number of innovative projects that have set benchmarks for the industry and been scaled across Gazprom Group entities. Among her key achievements are a unique injury prevention system that accounts for the human factor, and the launch of the School of the Technical Manager. Her work received national recognition when the Best Industrial Mentoring Practices project won the All-Russian Mentoring Competition, held on the instructions of the President of Russia.
Under her leadership, Gazprom CNIS actively bridges the state, society, the sector, and educational organizations through the Council for Professional Qualifications in the Oil and Gas Industry, strengthening Gazprom’s standing as a socially responsible employer.
Elena Tyan pairs her professional work with active volunteering. Her approach to workforce management has earned wide expert recognition and demonstrates that care for people and operational efficiency are not competing priorities, but the shared foundation of sustainable business development.
Implementation of training programs at the Gazprom Group
| Indicator | 2023 | 2024 | 2025 | Change 2025/2024, % |
|---|---|---|---|---|
| Average duration of all types of training per employee of the Gazprom Group by training group, hours: | ||||
| • managers, specialists, and other white-collar staff | 56 | 54 | 61 | +13 |
| • blue-collar staff | 77 | 76 | 73 | −4 |
| Total duration of employee training at the Gazprom Group, including by gender, hours: | 32,299 | 31,578 | 32,274 | +2 |
| • male | 26,891 | 25,043 | 25,848 | +3 |
| • female | 5,408 | 6,535 | 6,426 | −2 |
| Number of employees who participated in professional development (for blue-collar staff), skills upgrading and retraining programs at the Gazprom Group, thousand peopleThe number of employees who completed training is stated in man-courses (if one person received training twice, they are counted twice, etc.). | 594.7 | 570.5 | 589.2 | +3 |
| • managers, specialists, and other white-collar staff who participated in further professional training programs | 290.0 | 296.7 | 328.3 | +11 |
| • blue-collar staff who participated in professional training | 304.7 | 273.8 | 260.9 | −5 |
| Number of the Gazprom Group’s employees who completed training in process safety, peopleData on managers, specialists, and other white-collar staff who completed training in industrial safety, occupational health, and other areas. The number of employees who completed training is stated in man-courses (where one person received training twice, they are counted twice, etc.). | 173,687 | 191,448 | 228,505 | +19 |
| Number of the Gazprom Group’s employees who completed training in corporate ethics, people | 131,153 | 177,566 | 94,664 | −47 |
For more details on the Gazprom Group’s personnel training in combating corruption, see the Anti-Corruption Training subsection.
For more details on the Gazprom Group’s personnel training in environmental protection, see the Environmental Training of Employees subsection.
For more details on the Gazprom Group’s personnel training in process safety, see the Training in Process Safety subsection.
For more details on the Gazprom Group’s personnel training in corporate ethics, see the Corporate Ethics Training subsection.
Talent Pool
An important component of the Gazprom Group’s HR management system is the development of a talent pool, which includes employees with high professional potential who are prepared to perform managerial functions in today’s conditions.
Work with the talent pool is aimed at ensuring continuity, consistency, and effectiveness of management across organizations.
Employees included in the pool for promotion to senior management positions undergo training under Master of Business Administration (MBA) programs, including:
- at the Gazprom Corporate Institute: MBA Gazprom — Strategic HR Management, MBA Gazprom — Effective Management of Mineral Resource Base, and MBA Gazprom — Management of Programs and Projects for Innovative Development in the Energy Business programs;
- at St. Petersburg State University of Economics: MBA Gazprom — Management of an Oil and Gas Corporation in a Global Environment, and MBA — Management of Social Activities in an Energy Company.
The Gazprom Group entities ensure rapid adaptation of employees when they assume new positions, fostering teams’ ability to solve complex challenges and implement ambitious projects.
The key principles guiding the onboarding of young professionals are outlined in the Regulation on Students and Young Talent Management at PJSC Gazprom’s Subsidiaries and EntitiesApproved by order of PJSC Gazprom No. 310 dated June 9, 2015 (as amended)..
To accelerate the professional onboarding of employees and build strong, cohesive teams, the Gazprom Group entities have implemented a mentoring system. This system is designed to shorten the onboarding period for personnel after hiring or appointment to a new position, as well as to facilitate the transfer of professional expertise and corporate values.
Mentoring activities are coordinated by HR departments. The latter oversee the mentoring process and assess how effectively employees acquire relevant skills and expertise.
Highly qualified employees who are respected within the team and possess extensive experience in both professional and educational work serve as mentors. Members of the Councils of Young Scientists and Specialists of PJSC Gazprom’s subsidiaries and entities are actively involved in the mentoring process.
Young specialists are onboarded according to dedicated programs involving mentors and experts. Onboarding programs familiarize newcomers with corporate traditions, support professional development in relevant fields of activity, and help identify the most promising employees for further career growth.
To engage young people in scientific activities and facilitate their effective professional onboarding, Councils of Young Scientists and Specialists operate across the Company’s subsidiaries and entities. These councils organize roundtable discussions, applied research conferences, and various sports and cultural events.
In the reporting year, the Company introduced a number of measures to better engage with young employees. For instance, the programme of PJSC Gazprom’s School of Young Specialists was supplemented with new modules on implementation of innovative technical solutions in production, treatment, and processing of hydrocarbons.
Promising young employees can advance their professional skills through the Internship Program for Young Professionals at the Gazprom Group’s Production Facilities. This program features various modules covering the Gazprom Group’s strategic business areas, individual internships at its production sites, and sessions focused on developing personal, professional, and leadership competencies. It culminates in the presentation of interns’ graduation projects to an expert panel of PJSC Gazprom. In 2025, 14 individuals successfully completed their internships within this program.
Gazprom Dobycha Yamburg hosted a workshop meeting of chairmen at the Councils of Young Scientists and Specialists of PJSC Gazprom’s subsidiaries and entities, while also staging the PJSC Gazprom Best Young Employee competition.
During the reporting year, PJSC Gazprom’s main scientific organization — Gazprom VNIIGAZ — held the 13th International Youth Scientific and Practical Conference “New Technologies in Gas Industry: Experience and Continuity”. It was attended by 188 young employees from 39 subsidiaries, presenting 138 reports in 12 subject areas.
In 2025, the 16th All-Russian Conference of Young Scientists, Specialists and Students “New Technologies in the Gas Industry” was convened at Gubkin Russian State University of Oil and Gas. It had 379 attendees — young professionals from the Company’s subsidiaries and entities, students, and postgraduate students of partner universities. 12 sections saw 304 reports.
In 2025, the Gazprom Group also held a series of online lectures for young audiences titled Immersion in Science, covering key techniques for adapting scientific texts, effective public speaking, digital etiquette, as well as guidelines for writing research papers and dissertations. The total number of participants exceeded 2,000.
Young researchers at the Gazprom Group receive grant funding on a competitive basis every year. Winners are given grants for writing and defending PhD and post-doctoral dissertations.
In 2025, to maintain the scientific potential of employees, the Regulation on PJSC Gazprom’sApproved by order of PJSC Gazprom No. 10 dated January 16, 2025. Grants was approved, setting out the procedure for organizing and holding competitions for grants to support employees of the Company’s subsidiaries and entities in writing and defending their post-doctoral dissertations.
To attract young talent, Gazprom organizes career guidance initiatives, including Gazprom Classes, Gazprom Industry Olympiad for Schoolchildren, Student Olympiad of Gazprom, and Forums for Gazprom Classes students and its sponsored students.
The Gazprom Industry Olympiad for Schoolchildren in the 2024–2025 academic year was held across six subject areas, in five of which it is included in the Russian Ministry of Education’s List of School Olympiads. It registered 20,415 participants from 83 regions of Russia’s eight federal districts, and also 2,271 people from 97 foreign countries. Following the final round, 1,262 schoolchildren were recognized as winners and prize recipients.
Gazprom Classes
The Gazprom Group has been implementing the Gazprom Classes project in the regions of its operation since 2014, seeking to provide early career guidance for schoolchildren. Participants engage in team-building activities, sports and cultural events, as well as corporate career guidance training sessions, which are organized by PJSC Gazprom’s subsidiaries and entities.
The project’s information platform: https://gazprom-classes.etu.ru/
In Tomsk, with the support of Gazprom Transgaz Tomsk and Tomsk Polytechnic University, the 8th Annual Forum of Gazprom Classes students was held. In 2025, the event was attended by 115 students from Gazprom Classes, Gazprom School, Gazprom School St. Petersburg2, and corporate vocational education institutions: Matlashov Gazprom College in Volgograd and Gazprom Vocational School Novy Urengoy.
Energy of Change
In 2025, in partnership with Peter the Great St. Petersburg Polytechnic University, the Stepping Stones research project competition for Gazprom Classes students was held. The competition brought together students from Gazprom Classes, Gazprom School, Gazprom School St. Petersburg, Gazprom Vocational School Novy Urengoy, and Matlashov Gazprom College in Volgograd. The Energy of Change: New Ideas and New Solutions competition featured five sections:
- Digital Economy and Management of Social Technologies;
- Technospheric Environmental Safety in the Oil and Gas Industry;
- Energy Saving and Alternative Energy;
- Chemical Technologies;
- Engineering Solutions in the Oil and Gas Industry.
A panel of experts from ten university partners of PJSC Gazprom assessed over 70 projects from 110 young innovators.
Just like in the previous years, the most promising students were selected for further employment. To this end, job fairs were arranged at partner universities, where students could learn about the operations of PJSC Gazprom’s subsidiaries and entities, future projects, and current job openings, while also receiving internship invitations. In 2025, PJSC Gazprom’s partner universities held 16 job fairs.
The Gazprom Group analyzes regional labor markets and monitors the composition and turnover of the workforce with secondary vocational and higher education. Based on this data, the Gazprom Group identifies candidates for sponsored training programs, organizes student internships, and facilitates training placements for academic staff from educational institutions at its production facilities.
Number of graduates hired by the Gazprom Group entities
| Indicator | 2023 | 2024 | 2025 |
|---|---|---|---|
| Total number of hired graduates, including: | 3,623 | 3,830 | 3,799 |
| • graduates of higher education institutions | 2,097 | 2,252 | 2,128 |
| • graduates of vocational education institutions | 1,526 | 1,578 | 1,671 |
In 2025, the Gazprom Group collaborated with 19 partner universities, which help to run educational programs, specialized courses, and training projects for professionals in the gas industry. The cooperation framework includes career guidance activities, recruitment of applicants and graduates, organization of academic competitions (olympiads), internships and traineeships, as well as the implementation of employer-sponsored educational programs.
For more details on PJSC Gazprom’s partner universities, see the Science and Technology Partnerships with Universities section.
PJSC Gazprom and three of its anchor universities located in Kazan, Moscow, and Ufa launched the Chief Process Engineer School project. Students pursuing the Chemical Technology major at these universities receive additional professional knowledge alongside their core education. In 2025, the first graduates of the project were employed at facilities operated by Gazprom Pererabotka.
In the reporting year, Sakhalin State University has also been granted the status of an anchor university of PJSC Gazprom.
Forum of students sponsored by the Gazprom Group
To motivate students to develop additional professional competencies and seek employment with PJSC Gazprom’s subsidiaries, enhance the prestige of the Gazprom-sponsored student status, and maintain PJSC Gazprom’s image as a priority employer in the Russian labor market, the 3rd Forum of PJSC Gazprom’s Sponsored Students was organized in Yamburg in the summer of 2025.
The forum brought together 150 participants: 110 students from higher education institutions and 40 students from vocational education institutions in the Yamalo-Nenets Autonomous Area.
Upon completion of the forum, all participants were offered the opportunity to complete paid internships at facilities operated by Gazprom Dobycha Yamburg, with the conclusion of fixed-term employment contracts.
Since 2022, Gazprom has been engaging students to work at its companies through student squads under a strategic partnership agreement between PJSC Gazprom, GazstroypromThe Gazprom Group’s associated entity., and the Russian Student Squads All-Russian Youth Public Organization (RSO). In 2022–2025, over 8,500 student squad members worked at the Gazprom Group facilities.
In 2025, the headcount of RSO student squads engaged at PJSC Gazprom’s production facilities went down by 16.3% year-on-year due to the shrinking investment program of the Gazprom Group.
Each year, the Company organizes labor projects of various levels, including all-Russian, interregional and international ones.
In 2025, PJSC Gazprom’s student squads took part in the Siberia All-Russian Student Construction Project (Kovyktinskoye Gas Condensate Field), as well as in the Ust-Luga, Kovytkta, and Urengoy Interregional Student Construction Projects, and the Minsk International Project. Student squad members also worked on labor projects including Sakhalin at the Kirinskoye field, Sever at the Chayandinskoye field, Yamal at the Bovanenkovskoye Oil and Gas Condensate Field, and others. Students were engaged in landscaping and maintenance of temporary residential camps, topsoil and vegetation layer removal, sand-and-gravel mixture backfilling, paving with tiles, as well as electrical installation, general labor, and geodetic works.
Preparation for the work season was conducted throughout the year: project supervisors and participants completed training programs and workshops.
Since 2024, the Company has been organizing Command Staff Schools for PJSC Gazprom’s student squads. Annually, more than 50 labor project supervisors undergo training through these programs. The first Command Staff School was held at Peter the Great St. Petersburg Polytechnic University, and in 2025, the second School took place at Gubkin Russian State University of Oil and Gas (National Research University).
Since 2023, student squad members have been annually receiving vocational training in the areas of construction, service, and education through dedicated quotas at educational institutions. In 2025, a total of 1,892 students completed training across 67 professional disciplines.
Gazprom also provides charitable assistance to partner universities, aimed, in particular, at developing the student squad movement, building resource bases for student squad headquarters, and creating youth spaces for RSO members.
Student squad members participate in the Gazprom Group’s career guidance events and job fairs, informing students about opportunities for temporary employment at the Company’s facilities. They are also active participants in patriotic initiatives.
In addition, RSO serves as the operator of the volunteer corps for the St. Petersburg International Gas Forum. Volunteer teams are engaged in addressing numerous organizational tasks associated with the forum.
The effectiveness of Gazprom’s youth-focused initiatives has received high recognition at the federal level. In 2025, the Company won the All-Russian Competition for Best Practices in Youth Employment in the category Labor is Cool: Collaborations between Employers and Russian Student Squads, organized by the Russian Ministry of Labor and Social Protection.
Additionally, PJSC Gazprom was awarded a diploma as a laureate of the Best Employer Award in the Fuel and Energy Sector in the category Career Start: Best Program in Youth Engagement, Recruitment, and Career Guidance. The award was established by the Russian Ministry of Energy.
HR Programs for Indigenous Minorities
The training and professional development of representatives of the indigenous minorities of the North is an integral part of the Gazprom Group’s efforts to develop the HR potential in its regions of operation and strengthen engagement with local communities.
Gazprom implements HR programs aimed at advancing the regional labor market and meeting the demand for highly skilled workers.
Edeyko
This educational project, targeting school students in the Tazovsky, Nadymsky, and Purovsky districts of the Yamalo-Nenets Autonomous Area, provides representatives of the indigenous minorities of the North with opportunities to pursue education at vocational institutions, complete internships, and secure subsequent employment.
Russian North Youth Forum
In 2025, with the support of PJSC Gazprom, the Russian North Youth Forum, a forum of indigenous minorities of the North, was held in Novy Urengoy, timed to coincide with the city’s 50th anniversary. The project’s objective is to create conditions for self-realization, creative growth, and professional development of youth from among the indigenous minorities of the North.
The program featured three thematic tracks: Strength of Traditions, Energy of Development, and Path to Unity. The Forum brought together activists, community leaders, company representatives, and educators to discuss leadership development, promotion of indigenous languages, and youth engagement in projects. Participants presented a concept for an alumni community and developed a guidebook for fuel and energy sector workers in the Nenets language. The forum concluded with a showcase of ethnic clothing and the awarding of the Federal Youth Agency grants: seven projects from various regions received support, focusing on fostering harmonious relations, developing sports, and preserving the culture of indigenous peoples.
Samburg: Shaping Our Future Together
Since 2015, Gazprom Dobycha Urengoy has been implementing the Samburg: Shaping Our Future Together programme focused on career guidance and support for schoolchildren from among the indigenous minorities of the North, with opportunities for their future employment. This is a joint project with the Purovsky District administration and a Samburg boarding school. With Gazprom’s support, the material and technical infrastructure of the boarding school is being upgraded, and new equipment is being procured. Over the ten years since the program’s launch, a total of 152 students in grades 9–11 have participated. During the 2024/2025 academic year, 20 high school seniors took part in the program.
High-achieving students receive scholarships and may become sponsored students, with guaranteed employment opportunities upon graduation. Of the 90 program graduates, 61 continued their education at vocational institutions, while 29 enrolled in universities.
Three representatives of indigenous minorities of the North are currently studying remotely in the Gazprom Classes supported by Gazprom Transgaz Yugorsk. Another graduate of a Gazprom Class from among the indigenous minorities of the North is a sponsored student of Gazprom Dobycha Nadym and is currently studying at Tyumen Industrial University.
Two HR programs are being implemented at Gazprom Dobycha Yamburg for representatives of the indigenous peoples of Yamal.
Yasavey
This HR program has been in effect since 2023 and is aimed at the professional growth of employees from among the indigenous minorities of the North. Employees under the age of 35 who perform job functions not requiring specialized qualifications are eligible to participate in the program. The program provides opportunities to acquire professional skills, advance in qualification grade, and transition to positions as skilled workers.
For more details on the Gazprom’s engagement with indigenous minorities, see the Local Development section.