Corporate Human-Centricity Index
A human-centered approach to foster mutually beneficial labor relations
Made by Rosatom Corporate Academy
held since 2016
community of 1000 professionals
Purpose of the project
Human-Centricity Knowledge Database.
Cases, Benchmarks, and Insights on human-centered transformation of companies.
How can employees develop life-long necessary skills and stay relevant?
What employers should do to efficiently engage, develop, and retain talent?
You can take part in the Corporate Human-Centricity research initiative by discussing the human-centricity principles and submitting your company’s cases.
Studies show that being human-centric pays off well for organisations
The correlation between the amount of investments in employees and their loyalty is high
Businesses with evolved educational ecosystem boost productivity by 30%. In-kind benefits for employees can triple profits
A true talent factory in Hi Tech
In the first AtomSkills 2016, there were 400 participants competing in 10 competencies. In 2022, more than 1,500 people from 40 regions of Russia competed in 39 professional competencies. Along with nuclear industry enterprises, the competition included teams from EVRAZ, SIBUR, Russian Railways, and Rostec.
"Intuitively, the term "human-centricity" means that the person at the core of a process or within an organization, with his or her values, needs and priorities. Human-centricity is the next stage in the development of the client-centricity concept, when an employee becomes an "internal" client and partner for the company, and building a mutually beneficial long-term relationship is important for both parties."
Five basic principles of human-centric approach to employee development
Skills of the future for everyone. Every person should receive a set of competences for employment. These should include basic and cognitive skills, as well as social, cultural, green, and digital competences.
Self-conscious development. Every person’s professional development should follow a unique and individual path throughout their life.One can unleash their potential as a student or an employee and receive a job offer that matches their qualification.
Transparent and fair opportunities.Information on employment and educational opportunities should be easily accessible. Employees should be hired on the basis of their skills and actual experience, regardless of their formal education, life situation, gender, physical health, or social status.
Skills mobility. Labor mobility within existing legal frameworks, flexible employment formats, and remote (virtual) employment should be available to all regardless of their current place of residence.
Appreciation of values and Respect for the individual. Workplaces and working conditions should enable self-fulfillment and professional development for all regardless of their values or beliefs with due respect to sustainable development.
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