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» Human Resources
Admission of personnel to Petrobras in Brazil depends on the participation and approval in a public selection process. As Petrobras is a private and public joint stock company, its personnel admission policy is pursuant to Article 37 of the Brazilian Federal Constitution prevailing since 5 October 1988.
One of the basic requirements for recruitment is that the candidate approved in the selective process is a born or naturalized Brazilian.
There are employment opportunities in the company’s business units worldwide. A professional is recruited as required at the time and pursuant to local labor laws. The basic requirement is that the candidate is legally qualified to work in that country. Very often the professional working in Petrobras units abroad can spend time in Brazil to upgrade and adapt to the company culture.
The foreign Business units may offer internships to university students in the communities where they are located. Find out how to contact a Petrobras Business unit in South and North America.
Human Resource Policy and Guidelines
Attract, develop, train and retain people, investing in their talent and improving their technical and managerial competencies, attending to business dynamics to sustain competitive excellence.
Guideline 1: Improve personnel recruitment, selection, and qualification processes in order to attend to the competencies required by the nature and dynamics of Petrobras System’s businesses.
Guideline 2: Recruit and train professionals and managers to work in company’s new business areas (international, gas, and energy).
Guideline 3: Intensify personnel movement resource uses among Petrobras System Areas and companies to reduce competency gaps.
Guideline 4: Maintain technological qualification and technical and administrative competency reinforcement in the Business and Support Areas.
Guideline 5: Improve the Corporate University’s performance in the Petrobras system and boost knowledge exchange and sharing.
Guideline 6: Encourage employee self-development and the transmission of knowledge among teams and individuals in an ongoing, guided manner.
Guideline 7: Consolidate management practices and instruments to identify and retain talents and competencies.
Guideline 8: Link leader and personnel performance management practices to the Strategic Plan’s objectives and goals in order to support competitive excellence in the Petrobras System companies.
Guideline 9: Consolidate manager development practices, strengthening the skills and competencies the businesses require and improving people leadership qualifications.
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Ensure staff that is appropriate for the business purposes and promote competitive compensation practices compared to the market.
Guideline 1: Improve corporate guidelines to guide staff planning in the System’s companies, taking the competencies the businesses’ require into account.
Guideline 2: Formalize a long-term policy for systematic and planned employee hiring for the System.
Guideline 3: Consolidate management instruments that facilitate internal competency mobilization among the System’s companies.
Guideline 4: Monitor work market behavior and trends, aiming at adjusting Petrobras System’s compensation practices, keeping them competitive and attractive to people who have the competencies the businesses require.
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Promote management practices and processes that lead to on-the-job satisfaction and seek to get all employees to commit to Petrobras System’s goals and ethical principles.
Guideline 1: Value managerial practices that reinforce the corporate belief that people are indispensable to business success.
Guideline 2: Identify and monitor employee satisfaction levels and engender action plans to attend to their expectations and needs.
Guideline 3: Promote interactive and systematic communication among managers and their reports, strengthening work relations.
Guideline 4: Enhance spaces and mechanisms in order for employees to be able to offer their contributions to the management and influence decisions that affect them directly, promoting participative management practices.
Guideline 5: Unfold the System’s strategies, objectives, and goals into negotiated work commitments, reinforcing employee and team behavior, aligning them with company objectives and goals and clarifying them regarding the rolls, results, and contributions that are expected from each and every person.
Guideline 6: Keep employees informed about the forms and criteria Petrobras uses to acknowledge and compensate them for their contributions to company results.
Guideline 7: Acknowledge and reward differentiated team and individual contributions to company objective and goal materialization.
Guideline 8: Implement periodic divulging practices that allow the employees to keep informed about Petrobras System’s code of behavior and behavior expectations.
Guideline 9: Systematically evaluate people management practices and results in the System’s Areas and Business Units, using existing corporate instruments.
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Inspire a unique, humanized business culture, one that respects local values, encourages knowledge consolidation and exchange, and prioritizes the recognition of the results achieved by both teams and individuals.
Guideline 1: Consolidate and propagate Petrobras’ culture and behavior values throughout the System, implementing them with regard to local culture values.
Guideline 2: Encourage humanized management practices that improve negotiations between Petrobras System’s employees and companies regarding mutual needs and expectations considering the values, objectives, and goals established for work processes.
Guideline 3: Value practices that promote systematic and interactive communication processes among managers and their teams, reinforcing work relations.
Guideline 4: Promote structured communication processes among Petrobras System’s Units and Companies, facilitating information exchange and consolidating a business culture.
Guideline 5: Link Strategic Map goals and initiatives, as developed in the Areas of the companies that comprise the Petrobras System, to team and individual acknowledgment and reward processes.
Guideline 6: Improve the labor acknowledgment and reward practice balance, taking team results and individual performances into account.
Guideline 7: Adjust work payment structure and compensation mechanisms in such a manner as to encourage the development of talents, teamwork, and experience and knowledge sharing.
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Encourage and acknowledge the employees’ exercise of their citizenship and support initiatives connected to Petrobras System’s social responsibility.
Guideline 1: Propagate to the employees Petrobras’ role, objectives, and performance means regarding its social responsibility as a company in the communities where they perform.
Guideline 2: Clarify employees about the Company's expectations in so far as exercising citizenship and social responsibility is concerned.
Guideline 3: Improve employee qualifications to exercise citizenship and initiatives connected to the company’s social responsibility.
Guideline 4: Encourage and acknowledge employee citizenship practices and social action initiatives.
Guideline 5: Qualify and encourage managers and other Petrobras system employees to consolidate an interactive, structured, and systematic communication process with the company’s different publics of interest.
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Maintain a permanent negotiation process to build solutions with the employees’ union representatives.
Guideline 1: Promote an interactive, structured, and systematic communication process with the labor unions in order to build solutions that attend to Petrobras System’s employee and company needs.
Guideline 2: Review negotiated forms of relationship with the Unions for the entire Petrobras system, organizing interlocution on the corporate level and encouraging de-centralized negotiation mechanisms.
Guideline 3: Reinforce a permanent relationship among Union representatives and all Petrobras System companies aimed at establishing productive partnerships based on ethics and on respect for people.
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Adjust the outsourcing practices, making them compatible with the HR, Knowledge Management, SEH, and Information Security policies regarding Petrobras System’s business and activities.
Guideline 1: Consider information security requirements and the consolidation of the knowledge and competency required for the essential business and activities in planning and executing workforce adjustment processes in the System’s companies.
Guideline 2: Consolidate the process of integrating contracted employees to Petrobras employees, improving SEH and labor conditions.
Guideline 3: Encourage and value safety, environment, and health practices among contractors, in agreement with Petrobras’ corporate policies.
Guideline 4: Permanently qualify agreement managers and inspectors in service agreement management practices, also taking Labor, Social Security, and SEH aspects into account.
Guideline 5: Adjust the workforce preserving the necessary competencies to attend to the System's goals and outsource services for non-strategic activities.
Guideline 6: Apply a consequence system that promotes ongoing performance improvements in companies contracted by Petrobras.
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South America
ARGENTINA
LIMA, 339 CAP. FED.
BUENOS AIRES - ARGENTINA
CAIXA POSTAL: 1073
PHONE: (54 11) 5129-0000
FAX: (54 11) 5168-4552
If you are interested in working for Petrobras Argentina please enter www.petrobras.com.ar
BOLIVIA
Human Resources Management
c/o Marioly Hurtado
e-mail: mlorent@peb.petrobras.com.br
or
c/o Olga Alexandra Urioste Orias
e-mail: AURIOSTE@peb.petrobras.com.br
Av. San Martin 4º Anillo # 1700
Edifício Centro Empresarial Equipetrol
Santa Cruz de la Sierra - Bolivia
PHONE: (591 3) 358-6030
FAX: (591 3) 358-6127
COLOMBIA
Human Resources Management
c/o Consuelo Morales
ConsueloMorales@petrobras.com.co
Carrera 7 # 71 - 21
Torre B - Piso 17
Bogota - Colombia
PHONE: (57 1) 313-5000
FAX: (57 1) 313-5070
North America
UNITED STATES
Human Resources Management
c/o Aílton Nascimento de Almeida
10777 WESTHEIMER ROAD, SUITE 1200
HOUSTON, TEXAS 77042 - USA
PHONE: (1 713) 781-9798
FAX: (1 713) 781-9790
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