PERSONNEL REJUVENATION AND MENTORING AT RUSSIAN INDUSTRIAL ENTERPRISES: PROBLEMS AND SOLUTIONS (ON AN EXAMPLE OF OMSK REGION)

Many Russian industrial enterprises have human security problems. Young people do not really want to go to work in the real sector of the economy. The personnel working in the factories are now pre-retirement or retirement age. First of all, if a company wants to provide human resources security it attracts young people transferring best practices and knowledge from generation to generation and retaining young employees in the organization. That is why it is interesting to study the experience of industrial enterprises in these matters. The article analyzes the experience of 12 industrial enterprises of the Omsk region. The source of information is the results of a survey of heads of personnel services of industrial enterprises in the Omsk region (February, 2018). The main goal of the study is to study the best practices for attracting young staff, mentoring systems and keeping young people in factories. As a result of the research, the main characteristics of the problems encountered by industrial enterprises of the Omsk region were obtained. The article presents average values that confirm the general trend in the labor market. Also, the authors review the mentoring systems, which, unfortunately, are often only formal. However, there are some exceptions. The best practices of mentoring that are identified as a result of the research are also presented in the article. In addition, the article presents the experience of personnel services regarding the retention of young employees. The basic motive for working in difficult working conditions of an industrial enterprise, as the study has confirmed, is wages. How much and how to pay to beginners? The authors give an answer to this question, based on the opinion of heads of personnel services of industrial enterprises in the Omsk region.