Human capital

Human capital lies at the core of the value of the entire PGNiG Group. Our employees are instrumental in the successful execution of the Group’s strategy. Their knowledge, skills, performance and commitment support the organisation’s development and competitive position on both domestic and foreign markets.

The PGNiG Group is one of the largest employers in Poland. Its workforce is comprised of highly-qualified professionals with extensive experience. At the same time, it is frequently the first employer for many young people. Proper application of employee skills and competencies allows the organisation to offer products that meet customer expectations and to ensure Poland’s energy security. Employee commitment to ensuring the growth of the PGNiG Group guarantees delivery of strategic plans and achievement of ambitious goals that contribute to building stable market leadership. A strong and recognisable brand is capable of attracting specialists and qualified professionals ready to work as a team to leverage their potential and contribute to its growth. A key aspect of the Group’s operations is providing its employees with stable employment and rewarding career opportunities in a safe and friendly working environment.

Key figures

24,531 employees – PGNiG Group’s headcount as at December 31st 2021

Workforce structure at the PGNiG Group at the end of 2021, by gender

Outcomes

90%

of the PGNiG Group’s employees work under permanent employment contracts (90% in 2020)

95%

of the PGNiG Group’s employees are covered by collective bargaining agreements (95% in 2020)

average number of training hours per PGNiG Group employee in 2021 (14 hours in 2020; 25 hours in 2019)

In 2021, the PGNiG Group was included by Forbes in a ranking of World’s Best Employers as one of two Polish companies.
The Group considers continuous improvement of workplace safety as vital. However, the number of accidents across the Group rose by just under 6% on 2020, with the increase reflecting reduced amount of remote work and a longer period of relaxed pandemic restrictions. Compared with 2019, the number of workplace accidents fell 0.6% year on year. The number of persons who were injured in accidents at work decreased by 6.2%.
No fatalities were reported at the Group in 2021, with the accident rate at 0.89.

PGNiG’s headcount by segment

Export to Excel

PGNiG Group	2021	2020	2019
Exploration and Production	6,386	6,534	6,747
Trade and Storage	2,979	3,026	3,061
Distribution	11,587	11,517	11,482
Generation	1,811	1,817	1,833
Other Activities	1,768	1,714	1,663
TOTAL	24,531	24,608	24,786

Our approach to performance management

We promote and implement good hiring standards by pursuing a professional HR policy and building a friendly workplace, which is one of the goals under the PGNiG Group Sustainable Development Strategy for 2017−2022
We refine and support our IntroDay onboarding programme and the Managers Academy management development programme
We foster the development of our mentoring programme and take proactive measures to ensure access to qualified staff
We raise employee knowledge of the ethical values and principles followed in the workplace
We apply uniform OHS management standards to constantly improve employee safety
Effective measures introduced to improve occupational safety related to combating the COVID-19 pandemic (stable production and prevention)

How does human capital affect other types of capital?

The PGNiG Group strives to build a culture of employee engagement and drive innovation. In the case of energy companies, the problem of generation gap is becoming increasingly widespread. Despite advancing automation, the efficiency of production assets remains hugely dependent on the availability of qualified technical personnel.
PGNiG takes measures to recruit highly qualified staff and manage the generational shift through projects such as:

‘GeoTalent’ – an educational and internship programme targeted at students interested in future career in the E&P industry. The programme is meant to enhance the students’ theoretical knowledge and develop hands-on skills in hydrocarbon exploration, appraisal, and production from conventional and unconventional sources;
Energy for the Future – 2021 saw a new edition of the scholarship programme run by the Ministry of Energy, the PGNiG Group, PGE, PKN ORLEN and PSE. Its objective is to seek out the best university students and graduates to reinforce staffing in the industry;
Mentoring Programme – an initiative that aims to facilitate the exchange of professional experience and expert knowledge between long-serving employees who are experts in their respective fields and team members having no expertise.

The PGNiG Group is one of the largest employers in Poland. Its workforce is comprised of highly-qualified professionals with extensive experience. As at December 31st 2021, the Group had 24,531 employees, which translated into the employee benefits expense of 3,480m.

The key internal document governing the remuneration policy at PGNiG is the 2009 Collective Bargaining Agreement. In line with the adopted remuneration policy, base pay rates are based on job grading and depend on the qualifications required for a given job. Other components of remuneration include awards and bonuses under the incentive scheme, St Barbara’s Day rewards, length-of-service awards, annual bonuses, and employee retirement programmes.

Human capital and natural capital interact on several levels:

through education and training, the Group minimises the risk of incidents due to human error which could have an adverse effect on the natural environment.
through development and innovation projects, the Group develops and rolls out solutions designed to reduce the environmental footprint of its operations. A large number of such solutions are developed internally by Group companies.
from the perspective of extraction of natural resources, competent staff are key to efficient exploration for and production from new deposits, also outside of Poland.

In response to present challenges, PGNiG is looking for new technological solutions and supports the work and professional development of innovators. The Group encourages and rewards intra-Group initiatives, but has also developed a system which generates innovation by tapping the potential of human resources in academic centres and in other businesses, including start-ups.

We support new entrants in the tech business, offering the expertise, technical infrastructure, office space, administration and operational assistance (including in the field of law and economics) as part of the InnVento business incubator project. Our services are based on the expertise of our staff.

The Group-wide Talent Identification System serves to identify high-potential employees (talents) to include them in the Future Leaders Academy professional development programme, which paves the way for talented employees to assume key functions within the organisation, including managerial positions.

The Group is deeply committed to building partnering relations with its social environment, local governments, suppliers and contractors, with the ultimate goal of pursing joint objectives.

Our employees are PGNiG’s informal ambassadors in contacts with third parties. Their direct involvement in local initiatives and membership of work councils or trade unions directly supports further development of our social environment.

Manufacturing capital

Innovation capital