our guests are ekaterina gerasimova , head of the remuneration and personnel expertise department of sberbank siroch loikov. phosagro first deputy general director. maria filippova member of the board director for public relations and government agencies of lenta mikhail alashkevich, managing director. web-rf ksenia unleyball, hr director of business support unit of x5 group and tatyana prigozhina, hr and organizational development director of eurocement group. minister anton kotyakov said, that tension is growing in the labor market in russia according to him, the number of registered unemployed increased in june, how the company is now coping with the problem of retaining staff, because on the one hand there is a risk of reduction against the backdrop of a slowdown in development, and p. on the other hand, the companies are trying to retain highly qualified employees, but it specialists, for example, if we talk about the measures that were carried out within the framework of

sberbank, despite the whole difficult situation. we found opportunities to review wages on average, it amounted to 8.5%, but of course, we made a special focus on key employees on key experts on those who are in high demand on the market in addition to revising wages. we offer our employees preferential mortgages, which allows us to ensure the availability of housing, especially relevant for young families of young professionals , the project that the web is currently working on. this project is the creation of the development of innovation. on the educational environment, we are building a university campus and there, together with the ministry of education, we plan to to develop such university campuses, there are certainly no qualified personnel. not without the support of the state. unfortunately, at this stage, it is unlikely that it will be possible to take such actions that will retain those very highly qualified personnel. e at their workplaces. it

seems to me that there is also a lot of business here, and it should go and depends. in particular, in lenta, we have always worked very hard and are working with the involvement of staff, regardless of their level. we even have goals as part of a strategy for achieving an engagement level is definitely there 75% in relation to the base 60-67. and this is important too. and i will repeat myself at all levels with all levels to work, because it is highly qualified staff in stores that interact directly with customers, thereby ensuring the very stability of the business. that's what they said at the beginning. and before, it was quite difficult, especially for us as a retailer, it was to attract hire. uh, the staff is now, in fact. we could quickly enough promptly close positions, especially the position of those companies that have suspended operations. in fact, we are even at the level of the ministry of labor, but we were ready

. we had a pregnancy online, but for now the company is conditionally looking for other logistics companies that have closed. yes, this provided it. here is rooster a labor force among all three areas of social orientation. i think that it will be more and more relevant, because before moving on to the topic. ecology management. it is necessary to provide the basic needs of people in russia with a social direction that has been developed even more than this logical since the time of the soviet union, city-forming enterprises. or schools, kindergartens, the distribution system of university graduates worked in the modern world, new projects are emerging. well, for example, it-commonly there is such a project. eh, in our region, we already know a lot about him. uh, it's uh broadband internet. uh, directly in the taiga, and where the reindeer herders live. fishermen, hunters. yeah, that's what they get

without leaving the taiga from the usual. uh, for their residence activities, places receive public municipal services. the social direction in the sg-concept includes a variety of areas. it is not only the obvious employment of the population. well, decent conditions and labor protection, inclusiveness and diversity from the rights of minorities. yes women's equality; and preservation and development of human potential support of local communities development of social entrepreneurship. how to cope with all this diversity, especially in times of crisis, and how the company's priorities in the social direction are changing, what comes to the fore? i think it's important not to try to regulate it all. here we have, when there is such a variety, there is a temptation to regulate all this from above. it seems to me that given the diversity that exists today , we just need to let it go and give people

a little freedom so that they can orient themselves, everyone will find the right niche for themselves there, the main key is to make our employees and employment for ourselves. their opportunity as well have a job here and now as well also, respectively, care for our loved ones about our population, what we do from this side, as sberbank we have a separate direction of charity, such as a contribution to the future, in addition to working with different areas of education , training and retraining of teachers. we also focus on educating people accordingly so that they are able to provide for their lives, in addition to this, and the company does a lot of volunteer various projects, when alexey joined via video link death football players director of the russian football union for regional policy and international relations alexei hello

tell me, as a representative of a public organization. you feel some increased attention from big business. this is a very powerful toolkit. in order to socialize first people with disabilities , health, through the ball. uh, that's because it's unprofessional. first of all, it is socialization. here is one of the largest events that took place and analogues in the world, generally it is not. imagine we spent a month and a half ago in sochi. ah, the tournament. festival, among all six on the bail more than 600 people of symbolic athletes were in the same place at the same time among themselves communicated the issue. not only was there playing time, but also everyday life. and now the company immediately responded, which, returning to your question, there is evraz, a large company. naturally, they had a wish that in the cities where they have production, events were held there. and now we are preparing the same

we are planning an event only in nizhny tagil in the future, and novokuznetsk is a very good example. in our case, in the city of kirovsk, murmansk region, our company has created some kind of resort complexes. e ski. in principle, it was just with a package with an increase in regional funds. over the past 6 years, we have invested more than 5 billion rubles there. but this is just about creating an environment where e not only stops the outflow of local residents to the central part of russia, but also this is an attraction, because we are not only uh, creating jobs and uh, well, also creating some. eh, an environment where one could live comfortably here. i think that two more main points will be the creation of conditions for children who, uh, grew up there and they are also tied to the conditions of education, so that they could receive both secondary and higher education there, and thus they remain and develop these regions because in recent years the regions have been a net outflow. and

now the station is very attractive. although just an addition to colleagues to say that for us very relevant, and the development of the territory. well, that's just such hmm complex, and the system is complex approaches. here is a set of territory. and it is not just our territory, they are very small. that is, these are villages and small towns from 5,000 there to 35 and, accordingly, uh, that is, since we are not megacities, not millionaires. and not even hundreds of thousands, then this is an even more difficult task with such a challenge. yes, so that people could stay and even some returned. and they didn't just stay. yes, that is, that's how they lived somehow lived the most in the best way. yes, and were that's it happiness satisfied. well, not only for basic needs. yes, respectively, but in general. why do you need it? you are spending money on it. and they could earn them. it's just not the same investment that will never pay off, right? ah. here, speaking directly, uh, you can say so, but really. uh, even if we're watching with us here's a short perspective, otherwise it sounds like this. well, it's like a myth is a

delusion, because if we look with you for 5-10 years, go ahead. yes, respectively, then, uh we we solve, among other things, the problem of who will work in our enterprises if, in fact, everyone leaves the territory, yes, and moreover, how to work yes, that is, this is the efficiency of our employees, and through the on-air employees, respectively, the efficiency of the enterprises themselves, since everything creates people, that is, technology and attracting finance and increasing productivity. i think for all of us. well, in our company and tatyana i agree that people are the greatest wealth. e. well, at least, because they decide everything, therefore if they live very comfortably, they, for example, we have a program. uh, which has been called children's education in russia for almost 20 years. ah, the health of spirituality. more than six and a half thousand children of our employees are involved, and a lot of 27 and uh are invested there a year. there, too, there , uh, more than six billion, but not even all in money, but in the fact that people this employment of

employees’ children represent those people at work and know that professional trainers are involved in their children, there are sections together and, again, maybe to be, it cannot be numbered. as it is now fashionable to say that that's how much we just got, but believe me for a long time. it’s much more efficient, when you have , uh, the happiness index, probably, they don’t evaluate it in enterprises yet, but if those people who have children who have children are evaluated there, there is a safe , comfortable environment, then, in principle, i think that e efficiency is what they say, that there, as far as productivity is the efficiency of people, then it definitely bathes, but in fact it is considered to be world practice, actually accounts and methodologies for evaluating such investments and effects that will be achieved, and they certainly must be taken into account in the projects that are being done today, moreover, these are absolutely such things that you can touch with your hands. we are also talking about quality infrastructure, if we are talking about infrastructure projects like, well, a

hospital is being built, but good beautiful walls have been built. eh, how will it work? how will patients get there, how will they be routed, who will it reach or not grab your attention? those doctors who will work there. the same can be done in completely different ways. that's the impok of some investment. they involve the entire life cycle of the project, not only until the completion of construction. well, up to uh, there are the terms of operation of this project and already up to specific satisfied citizens who will receive this or that service. us consumer prices in the us rose in may by more than 8.5% in annual terms. this is the largest increase since december 1981 in the eurozone. a similar situation in russia has passed beijing inflation, however, the average annual price increase will be much higher than the central bank's inflation target for any household - this, of course, is a sore point. and how

can an enterprise or the state help an employee cope with this problem. what approaches and solutions are there, the company is obliged to index wages, a in accordance with inflation. do you think that inflation certainly plays a rather large role in the life of each of us in the life of each family, but if we talk about the company as a whole, then most of the company now they are experiencing not the easiest times, many have to think about such difficult processes as optimizing the number or suspending hiring and optimizing the business as a whole. therefore, now the preservation of jobs, the preservation of people and their employment, is rather in the first place, and many companies choose such options for resolving the issue as switching to a part-time job or, respectively, from part- time employment last year in the twenty-first year c, salaries increased by 10% in the group, and since february 1 of

this year, we have indexed to the level of 12%, which there was, probably, one of the biggest in our e in the industrial sector, plus there is e, in addition to, and, probably, these wage indices there is a variable part that is directly related to the effectiveness of a particular person in sending a workshop there to an entire enterprise. yes , because, in principle, we are again talking in our case from private business, then here you need to track and e. compensate through the variable part, that is, through the achievement of certain results through bonuses is a big topic for us and a point of pride. this is our housing program. yes , for the last 20 years. we have built and provided 2.500 apartments to our employees. uh, and this is done through our corporate housing program where we uh hire contractors. we build houses and give them to our employees at cost price with installments up to 10 years. for example, this year we revised the recruitment of employees and, in fact, it is aimed at the fact that any

employee of the store can earn more. eh, the more the better. it conditionally works this if very simply and briefly, that is, in this way we want to develop a culture of internal entrepreneurship. in our stores, so that people look at their shopping complex as if they were their own, so that they improve the level of service. and thus creating the very same, but additional value, and so that the same thing. we are interested in addition to this, of course, there are also various internal programs for retaining employees to develop internal entrepreneurship, so that everyone would be interested in working not only for money. we have a great focus on benefits, social package and work with employees. ah. this is due to the fact that during the pandemic, social issues began to be paid more attention. this year, organizations are even more actively shifting the emphasis in their policies to retaining staff, retraining and support, severstal tells all the layouts from april 1. uh, within the framework of this enhancement work. here

is this social focus. hmm raised the wages of its employees raised the salary by 9%, but not less than 10,000 rubles. for a person. this is no less 10.000 rub. it allowed us to support just the low-paid category of our employees and, in general, the average salary in the company increased by more than 15%. moreover, during the same period. we sweated out paid employees. one time reward. e in the size of one. on wages , but not less than 50,000 rubles. which also supported, as it were, ours. uh, just a few paid employees. three free programming schools school 21 in moscow, kazan and novosibirsk, where more than 3,500 people from 76 regions study russia is an opportunity to get a new profession in demand in the field. it is how important it is now, given the rapidly changing world. and by the way, in the goal-oriented development of different access to education, death has

really launched three schools that allow any person to be trained in the profile of it to get the appropriate skills, as well as it's profession, which is now in demand more than ever. and the same can be said about school 21. if we talk about our internal fundraising processes, then we must also collect our employees who are ready retraining is directed to the appropriate direction of the trainees, and the programming language. such as python c plus plus other languages ​​that are sharp. she is now a digital skills that is in demand in the current world and for them this is an opportunity. uh, respectively, to get a new career path of development and we already have about 1,000 such people. 6.000 is in the process of learning. today, for example, we have 5,800 schoolchildren in phosagro schools studying there. that is six schools somewhere. yes, uh, where we are completely we support together to look like this, if it’s very

rude, then from the first to the fourth grade we have extracurriculars there, again we create normal conditions. there for learning. there starts there from the computer classes in the library. everything else from fifth to eighth grade. we begin soft profiling further after the eighth to the ninth grade already with our help already making informed decisions to go either to the tenth-eleventh grade, or you can choose the spo or the so-called colleges. yes, there is an average vocational training. we have two colleges of chemical engineering cherepovets and khibiny e-e mountain, which us in murmansk that is, you can also choose after our schools. and technically, or you choose to go further than the tenth or eleventh grade, again, we help you, prepare in depth in physics , mathematics, uh, information technology and continue to go to ours in our target areas to study and return, the biggest plus in this is that here the participation of us parents and students. and they see production. they are already there, they represent and guaranteed employment, a also uh, here is this culture that you are already

used to again. and if we talk about statistics, we do not take everyone. if one ends up finishing there in a year, there turns out to be something like there thousands of graduates there. and this is just our social responsibility, that these same people, whom we have well prepared, those who came to us or, uh, whom we chose, the rest go. in the same parallel industries, they stay in the same city and continue on. here they are more prepared. this is today there are special programs for the transformation of employment centers at the ministry of labor and also with them. and today , employers are working together just to appear, reorientation, uh, employment centers that have always carried such an accounting function, today they are becoming such career centers, for those who apply to the employment center, by the way, such statistics are very interesting, if earlier on not many people applied there during the registration stage. we did not have so many unemployed according to the

employment services, but today more and more people apply there. how to change some career track to receive training and other additions - this is how very important the formation of succession. here are those same family dynasties. and here, cement chemicals, so to speak, for example, uh, engineers in the family and they, let's say, instill this value. yes, to the profession of an engineer, and not vice versa. unfortunately, i don’t know the last ones there, probably 20 years, but now it ’s probably a little less, but the opposite story was and now we are returning in our companies, as if something cement communite be. this is cool. cool, yeah. and accordingly, that the plant is such a living organism, what is interesting, what inspires it? well, that is, we somehow open and tell. and that is, on how it is, well, that is, we inspire our employees who inspire their children. that is, we also have, uh, directly, for example, uh, a lot of employees at factories, and uh, their fathers, uh, their grandfathers worked at the enterprise. but

i will say, honestly, probably not all. eh, they wanted or want, but for the children to go to the factory. well , we are just working with this hmm, let's say this with this task, when there is, well, it is so difficult, and it is there for years yes, in fact, a paradigm shift thinking a change in value orientations. retail , of course, is not about dynasties. and quite different. yes despite the fact that, of course, we are always looking for people who are already ready to work in retail. they have some skills, but there was a period associated with the demographic hole of the nineties there with various other reasons, when we retail faced a very serious, but if not de that lack of personnel in the market, then lenta decided, that we will educate everyone. here we take everyone who wants to work, who needs work, who can physically do it, because retail is very hard physical labor, no matter how unexpected it may sound possible, and here we are from the very beginning, when an employee comes to us in store to office no matter where, what kind of work we begin to train him to develop. he has the opportunity to improve his qualifications, move inside

the store to various positions, then move to management. and for example, the nursing part and further develop their competencies, thereby, of course, providing yourself with career growth. including training, the employee is accompanied completely on his life path in the organization, starting from the entrance to the company, where they adapt you there, they tell you about current processes, and sometimes. it seems to me that they tell a lot, because the employees are so much better than at the stage of entering the company. ah, we wish we could go faster. yes? yes, we want to somehow focus right now on work. well, that's all. time some me these formats, but end up with us teaching professions, because even here, just a kaleidoscope, we have a huge set of formats, starting there from traditional mentoring, where

people were trained in stores, by the way, through uh online training they trained a mentor. they are already in live human mode teaching up to and innovative vr learning tools. we have launched a good project, which we are implementing together with groups in the kostroma region, just to prepare e guys for the timber industry and timber processing. eh, it doesn't look like much a prestigious profession today, but in that region it is in great demand, it is very important to raise it today. the prestige of workers e professions of working specialties, but i also really want to go back somewhere here, the prestige of something is returning . here it seems to me. eh, there is no question of a return, at another level comes the understanding of this prestige of the working profession of the new working conditions. that's for this. it seems to me that the younger generations should work. so more tightly in order to secure this new

the level of development and production and the economy of the country as a whole. here tell me the return of the transformation. yes, yes, now i propose to choose the topic of the next program. point your phone camera at the qr code on the screen and vote for what you are most interested in supporting small and medium businesses financial literacy. or the development of sustainable territories will discuss this topic next time. man is a social being and the future of the world depends on each of us. after all, we are all connected to each other by many ties. this is especially felt in a difficult period at a time when the usual cooperation is torn. it's time to unite and build new ties and hold on to the old and remember that partnership is one of the goals of sustainable development. it was a green transition on the russia 24 tv channel, see you.

manufacturers of good things want and most importantly, but it's best to check.

and minister of defense sergei shoigu presented the gold star of the hero of russia to the general director of the almaz antey concern and yan novikov for their outstanding contribution to the country's defense capability .