Moscow Exchange’s HR policy aims to address three main objectives: to attract highly qualified specialists, to facilitate professional development of employees and to create an atmosphere conducive to unlocking the Company’s HR potential and achieving excellence.
Attracting young specialists
The business of Moscow Exchange is in many ways unique and without parallel with this in mind, the Group actively cooperates with leading universities across the country to attract talented young professionals for subsequent training to meet Company requirements.
In 2015, more than 50 students received on-the-job training at Moscow Exchange. Furthermore, two one-year internship programmes were offered to final year students specialising in finance and IT. More than 1,000 students from more than 70 higher education institutions in 30 Russian cities applied for these programmes. Jointly with the Financial University, the so-called Fincontest Student Olympiad was conducted. More than 2,000 Russian students applied, with 60 reaching the final. The results of the Olympiad will be announced in the first quarter of 2016.
Training and development
The key priorities of Moscow Exchange’s employee training and development are nurturing the management culture, and supporting business in the implementation of the Company’s strategy.
In early 2015, the first 77 graduates of MOEX Business University corporate successfully completed the training programme and presentation of business projects, thereby passing the final exam.
The second stage of training was launched — called MOEX Business University 2.0, with a programme entrance competition that involved more than three applicants per place, and a total of 49 employees enrolled in the programme. The programme’s focus is the cultivation of change leaders. The programme will last two years, with employees already having completed the following courses: Converting Strategy into Action, Public Speaking, and Project Management. In early 2016, they presented their business projects.
Training in the School of Management modular programme for the development of mid-level managers was launched in September, with the aim of developing leaders’ management skills and building a team of professionals.
In addition, more than 95 training courses on effective communication, customer focus, negotiation skills, time management, and persuasion skills were delivered during the year.
To develop management culture at the Company, a Mini MBA Programme was offered to 42 Moscow Exchange managers by a Dublin University professor of management the first part of a comprehensive programme to develop top management.
Eleven company executives were highly ranked among the top 1,000 Russian managers.
Building the HR brand
Moscow Exchange’s Development Strategy for 2015-2020 involves active promotion of the employer brand (HR brand). In 2015, a project to build the HR brand was launched, that includes a survey of the target group, the development of values and a creative concept, as well as an HR brand communication strategy.
Performance management
Moscow Exchange has a fully operational performance management system, including target setting for all employees, semi-annual interim reviews and an annual final review of key performance indicators, which affects employees’ salary revision and annual bonuses.
Corporate and individual targets for key employees are approved by the Exchange Supervisory Board. The more senior an employee’s position, the higher the weight of corporate targets in the individual plan. Corporate targets for 2015 included three components: financial (return on equity or ROE), operational continuity, and a project component, which included the launch of a repo project with general collateral certificates.
The efficient operation of this system facilitates delivery on long-term goals, ultimately leading to better financial performance.
Social policy
The Social Policy of the Moscow Exchange is reviewed annually to make sure it is in line with the best practices in the financial and banking sector. The employees’ benefits package is established by the Regulations on Corporate Social Assistance and includes different types of financial support, voluntary health insurance, and international critical disease insurance. In 2015, the Moscow Exchange offered a new type of insurance to its employees — the accident and disease insurance. The employees may also buy insurance contracts for family members at preferential prices.
The Company supports employees with children. The Company provides financial support to employees when they have a new baby, or when they adopt a child or become a custodian/guardian to a child. Employees with two or more underage children and with low income per family member are offered additional allowance to buy voluntary health insurance contracts for the children. The Company arranges annual educational and entertainment events and offers presents to employees’ children on the occasion of the New Year.
Health and safety
Responsible attitude to occupational safety is one of the key principles of the Moscow Exchange operation. The Moscow Exchange delivers high standards in the area of health and safety providing continuous training to personnel and implementing activities aimed at employees’ health and safety awareness.
The Moscow Exchange complies with all regulatory requirements in this area, including the requirement on occupational safety briefings (induction briefings for new employees as well as initial, refresher and unscheduled safety briefings). The Moscow Exchange carries out regular inspections to check implementation of sanitary, anti-epidemic and prevention measures. Pre-employment, regular and pre-trip medical examinations are in place for all categories of employees subject to such examinations in accordance with the law.
In 2015, a special working conditions assessment was carried out for 461 workplaces. All the workplaces were confirmed to comply with the state norms; the established working environment class is 2, i.e. acceptable, no harmful or hazardous factors.
In the period from 2013 to 2015, no accidents were recorded.
All safety-related instructions are available on the intranet corporate portal, where the employees may also find health-related articles and safety distance-learning courses.
The Company takes care of the employees’ health. It organises vaccination against flu every autumn and provides the employees with antiseptics and medical face masks in the periods of flu and ARVI epidemics.
The Group employees can attend a physician for medical assistance and consultation not only in the clinics available to them under their voluntary health insurance contracts, but also in the offices.
Recreational areas, kitchenettes and a gym are provided in the offices of the Group. The offices are equipped with potable water dispensers, coffee-machines and vending machines.
The Company encourages its employees to keep a healthy lifestyle. The Moscow Exchange has organised and maintains mini-football, triathlon and volleyball teams and a running club.
