Human Resources Guidelines and Policies
  To attract, develop, train and keep people, investing in their talent and
enhancing the technical and managerial skills, and attending to business dynamics
with a view to sustaining competitive excellence.
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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.
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Guideline 2: Recruit and train professionals and managers to work in company’s new business areas (international, gas, and energy).
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Guideline 3: Intensify personnel movement resource uses among Petrobras System Areas and companies to reduce competency gaps.
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Guideline 4: Maintain technological qualification and technical and administrative competency reinforcement in the Business and Support Areas.
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Guideline 5: Improve the Corporate University’s performance in the Petrobras system and boost knowledge exchange and sharing.
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Guideline 6: Encourage employee self-development and the transmission of knowledge among teams and individuals in an ongoing, guided manner.
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Guideline 7: Consolidate management practices and instruments to identify and retain talents and competencies.
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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.
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Guideline 9: Consolidate manager development practices, strengthening the skills and competencies the businesses require and improving people leadership qualifications. |
To guarantee apt personnel for business objectives and to promote competitive compensation practices in relation to the market.
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Guideline 1: Improve corporate guidelines to guide staff planning in the System’s companies, taking the competencies the businesses’ require into account.
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Guideline 2: Formalize a long-term policy for systematic and planned employee hiring for the System.
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Guideline 3: Consolidate management instruments that facilitate internal competency mobilization among the System’s companies.
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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. |
To promote administration practices and processes leading to job satisfaction and commitment of all employees to the goals and moral principles of the Petrobras System.
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Guideline 1: Value managerial practices that reinforce the corporate belief that people are indispensable to business success.
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Guideline 2: Identify and monitor employee satisfaction levels and engender action plans to attend to their expectations and needs.
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Guideline 3: Promote interactive and systematic communication among managers and their reports, strengthening work relations.
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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.
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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.
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Guideline 6: Keep employees informed about the forms and criteria Petrobras uses to acknowledge and compensate them for their contributions to company results.
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Guideline 7: Acknowledge and reward differentiated team and individual contributions to company objective and goal materialization.
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Guideline 8: Implement periodic divulging practices that allow the employees to keep informed about Petrobras System’s code of behavior and behavior expectations.
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Guideline 9: Systematically evaluate people management practices and results in the System’s Areas and Business Units, using existing corporate instruments. |
To encourage a single humanized business culture that respects local values, valorizes consolidation and exchange of know-how, and prioritizes recognition of personnel and team results.
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Guideline 1: Consolidate and propagate Petrobras’ culture and behavior values throughout the System, implementing them with regard to local culture values.
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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.
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Guideline 3: Value practices that promote systematic and interactive communication processes among managers and their teams, reinforcing work relations.
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Guideline 4: Promote structured communication processes among Petrobras System’s Units and Companies, facilitating information exchange and consolidating a business culture.
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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.
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Guideline 6: Improve the labor acknowledgment and reward practice balance, taking team results and individual performances into account.
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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. |
To encourage and recognize the exercise of citizenship to the workers and support projects relating to social responsibility of the Petrobras System.
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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.
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Guideline 2: Clarify employees about the Company's expectations in so far as exercising citizenship and social responsibility is concerned.
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Guideline 3: Improve employee qualifications to exercise citizenship and initiatives connected to the company’s social responsibility.
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Guideline 4: Encourage and acknowledge employee citizenship practices and social action initiatives.
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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. |
To maintain an ongoing negotiation process for building solutions with the employees’ union representative.
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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.
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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.
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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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To adapt practices of outsourcing services to be compatible with HR Policies, Knowledge Administration, HSE and Information Security on Petrobras System business and activities.
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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.
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Guideline 2: Consolidate the process of integrating contracted employees to Petrobras employees, improving SEH and labor conditions.
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Guideline 3: Encourage and value safety, environment, and health practices among contractors, in agreement with Petrobras’ corporate policies.
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Guideline 4: Permanently qualify agreement managers and inspectors in service agreement management practices, also taking Labor, Social Security, and SEH aspects into account.
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Guideline 5: Adjust the workforce preserving the necessary competencies to attend to the System's goals and outsource services for non-strategic activities.
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Guideline 6: Apply a consequence system that promotes ongoing performance improvements in companies contracted by Petrobras. |
Check out numbers of Petrobras’ Human Resources.
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