Import substitution as a catalyst

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Import substitution has become an important trigger for the digitalization of the industrial sector. The departure of foreign companies from the Russian market has highlighted two problems: Russian developments do not reach the level of foreign software and there are no trained specialists who can masterfully apply these systems to solve professional problems. But import substitution is not just a change of suppliers and software. It is a multi-level process that requires significant changes in the approach to production activities, the integration saudi arabia email list of new technologies and personnel.

Thus, a void was created that needed to be quickly filled with IT solutions, and there was an urgent need to retrain engineering personnel. This is where the personnel shortage manifested itself in full: despite the need to switch to new tracks, there was a catastrophic shortage of specialists ready for such a transformation in the implementation, application and maintenance of new technologies.



At this point, Russian companies realized that they needed to invest in developing their own digital solutions, rebuild the employee motivation system, better integrate with universities, promote their companies on various platforms, and began to actively take steps in this direction.

Competition between enterprises for qualified specialists
According to a study by hh.ru and OrenZMK (a Skolkovo resident), Russian companies in 2024 experienced difficulties in finding engineers of almost all specialties. The demand for chief project engineers, power engineers, designers, quality specialists, commissioning, operations and DevOps engineers was several times higher than the supply.

In the context of an acute shortage of engineering personnel, Russian enterprises have become even more active in the fight for qualified specialists. Over time, competition between companies has only intensified, especially for employees with experience in digital technologies and innovative solutions. This has led to an increase in salaries in the sector. In the first half of 2024, they rose by 16-24% depending on the specialty.

But raising wages is not the only solution to the problem. Many companies understand that other factors are also important for retaining specialists, such as improved social packages, including health insurance, payment for training and advanced training, various bonuses and privileges for employees, as well as comfortable working conditions, the opportunity for career growth and participation in unique projects. This has become one of the key ways to attract and retain valuable specialists. Let's talk about them in more detail.