Experts considered ways of bringing young specialists to work in Russian regions.
The Russian Ministry of Energy believes that specification of dedicated education entrance quotas initiated in 2021 will help the best with attraction of emerging experts into the industry. Such specification implies providing state-funded places in universities to students for the benefit of certain employers.
“This way, school graduates get a chance to enter the university after passing the Russian unified state exams and after completing the studies, they will be reliably employed for a period of 3 years in their domicile,” explains Anastasia Bondarenko, Deputy Minister of Energy of the Russian Federation.
The Ministry approved education quotas for some of the universities in 2021. The Moscow Energy University got the maximum – 93 places, the Ufa State Oil Technical University got 67, and the Gubkin Russian State University of Oil and Gas got 60. “Returning graduates from top Moscow and St. Petersburg universities to work in the regions is our pain in the neck,” remarks Viktor Martynov, Provost of the Gubkin University.
Viktoria Pak, Deputy Director of HR Management and Training at RusHydro PJSC, also gives notice to the issue of specific specialists’ lack in the regions. According to her, university graduates expect higher wages after studying in Moscow, which the regions can’t satisfy.
Elena Schurova, Director of HR Department at Transneft PJSC, states that Transneft thinks it impractical to work with regional universities, as to train their staff, the company turns to metropolitan universities. Mrs. Schurova is sure that as long as employers in the regions claim graduates of top universities, they should guarantee them fairly paid employment. In 2021, Transneft accomplished the dedicated school graduate entrance quota by 94%. The other 6% simply didn’t get the necessary scores at the unified state exams.
The only employer that accomplished its quota by 100% was Zarubezhneft, who had only 1 dedicated place approved.
There were several reasons for the employers to fail with graduate enlistment –
– graduates with high scores refused to enroll to dedicated education programs;
– graduates didn’t have enough scores to enroll to dedicated education programs;
– universities failed to provide correct data on the number of dedicated places;
– regional authorities weren’t too engaged to dedicated education arrangement.
Dedicated education can’t success unless school and university students are offered sufficient career guidance, assumes Yulia Kuznetsova, acting Deputy CEO for HR at Rosseti PJSC. The company invites elementary students to energy clubs where they learn about the industry, and secondary students can take training courses to get ready to passing to specialized universities. RusHydro follows a similar pattern – their volunteers help school students from distant regions to get ready to unified state exams.
At the same time, the experts are positive that it is dedicated training that helps to engage more competent workers. This is what Marina Derevleva, Head of Sibur Corporate University, says. Staff turnover as regards to dedicated employees in their company is 25%, and as regards to the ones engaged by means of direct marketing is 33%, Mrs. Derevleva explains. From 2022, Sibur is going to annually employ about 500 people and expects that dedicated university enrollment will cover their HR needs.