– The lack of personnel, especially qualified personnel, has come to the fore among the main limitations for the development not only of specific companies. This is a general situation. The second most important challenge for the personnel training system is the acceleration of changes in the qualification requirements of workers, which is associated with the dynamics of technological development, the new stage of digital transformation of the economy and tasks of growing labor force. productivity, stated Alexander Shokhin, president of the Russian Union of Industrialists and Entrepreneurs, in his speech.
To solve the problem, the “Professionalism” project is being actively implemented, which connects manufacturing enterprises and vocational education institutions (technical schools and colleges) and should solve by 2030 the problem of a shortage of technical and engineering personnel.
However, the question arises: what should employers do in the next three to five years? How to fill vacancies for foremen and foremen? According to the HeadHunter portal, about 300 vacancy announcements for mid-level specialists are published weekly in Perm alone. For these positions it is impossible to appoint a graduate of a technical school or university without work experience, and this is a serious task that can be solved with the help of the private educational institution “ZUGT”.
The West Ural Mining College proposes to use the internal resources of companies to train line managers among promising workers through correspondence training in secondary vocational education programs.
– Our main difference is that we work with adult students according to individual educational plans, taking into account their education and experience. Work experience in the industry for more than three years allows you to reduce the training period by one year if you have additional education, some general education disciplines can be re-accredited and the training period is reduced to one year and; 10 months, says the director of the technical school, Alexey Telenkov.
For manufacturing companies, this is an opportunity to create a high-quality personnel pool for future managers. Training within the framework of tripartite agreements between the employee, the employer and the technical school helps to retain staff in the company and obtain motivated staff. A positive HR brand of the company is being formed, which is now very important for attracting personnel. The experience is positive: currently more than 100 employees of the Gazprom Gas Distribution Perm, Uralkali and Eurochem companies are studying at the technical school. More than 20 specialists sent by employers to study have already received their diplomas and continue to work in their companies. There are many examples of career growth when university graduates started their first year as ordinary employees and defended their diplomas as engineers, construction managers and even heads of a branch of a large company.
All teachers of the main disciplines of the educational institution have extensive experience working in production. When writing term papers and dissertations, topics are formed based on students’ production tasks. They receive practical training directly at the workplace.
During its 15 years of existence, ZUGT has trained more than two thousand specialists in the oil and gas, mining, welding and electrical production industries. ZUGT branches operate in Perm, Berezniki, Osa and Chernushka, Surgut and Usinsk.
Where to go
We invite companies in the Perm region interested in solving the problem of personnel shortages by developing their workforce to cooperate. Call +7 (342) 263-43-42 or write to office@ucpermoil.ru with the note “ZUGT Director”.
Advertising, over 16 years old, private vocational educational institution “West Ural Mining College” (PHO “ZUGT”), TIN 5906090475
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