The National Agency for the Valorization of Hydrocarbon Resources "ALNAFT"


Since its creation in 2005 by virtue of the law n ° 05-07 of April 28, 2005 relating to hydrocarbons, the human resource, of The National Agency for the Development of Hydrocarbon Resources "ALNAFT", did not stop growing in over the years. It employs more than 200 employees, 85% of whom are managers.

As part of the national policy to promote female employment, significant efforts have been made in recruiting female staff. The latter represents 46% of the overall workforce of ALNAFT; recruitments are mainly concentrated in management.

In its new strategic development vision to improve its organizational performance, ALNAFT invests and develops the skills of its employees throughout their professional careers.

Thus, the training policy is geared more towards the development of fundamental professional skills which improve the adaptability of employees and their ability to meet the needs of their current functions, while increasing their possibilities for horizontal mobility and vertical. In addition, ALNAFT is very attentive to the social protection of its employees and guarantees the best working conditions by improving their socio-professional conditions, particularly in terms of medical coverage, social loans, etc.


HR policy

Constantly in search of excellence for the accomplishment of its missions, ALNAFT attaches great importance to its human resource, whose HR vision consists of:

- Make the HR function a proactive and reactive function,

- Anticipate their needs by ensuring better planning and capitalization of human resources,

- Ensure harmonious and coherent professional development for staff,

- Offer employees a motivating work environment, a healthy social climate and fairness,

- Encourage staff to adhere to the Agency's culture based on the values of trust, respect and dialogue.

- Preserve the health and safety of employees by providing them with a safe working environment while promoting the best working conditions.

The realization of this vision is reflected in the implementation of adequate HR management tools, the objective of which is to attract the best talents, integrate them and ensure team synergy.



In its quest for excellence, Alnaft annually adopts a training plan that aims to upgrade and perfect the knowledge of its employees to Alnaft's needs.

Training is provided by trainers with proven expertise in Alnaft's fields of activity through agreements concluded with national and international institutes such as:

- Algerian Petroleum Institute (IAP);

- National Institute of Productivity and Industrial Development (INPED);

- Higher Institute of Management and Planning (ISGP);

- Sonatrach Management Academy (SMA);

- French Petroleum Institute (IFP);

- Next training;

- ENI Corporate University "ECU" and ENI Algeria Exploration B.V. "Eni"


The encouragement, support and regular evaluation of performance for the professional development of Alnaft's human resources is the basis of its internal mobility policy in order to offer career opportunities to employees who are successful and demonstrate their potential.


Promotion of scientific research

ALNAFT encourages scientific research activities through the conclusion of partnership agreements with Algerian universities specializing in the field of hydrocarbons such as:

- National Institute of Hydrocarbons (INH);

- University of Science and Technology Houari Boumediene (USTHB);

- the University of Ouargla


ALNAFT in a few figures

Since the creation of ALNAFT in 2005, its human resource has continued to evolve over the years. It has more than 200 employees, 85% of which represent management staff.

The representativeness of the fairer sex has reached half of its overall workforce, 26% of which occupy senior positions.


Societal life at ALNAFT

The well-being of employees is a daily concern of Alnaft, where actions of a social nature are planned with the aim of supporting the professional and family life of its employees, which can be summed up in:

- The conclusion of medical agreements and group purchases;

- Programming of leisure activities;

- Social assistance;

- Celebration of various events related to the professional life of its employees.