Industrial enterprises in the USSR, as is well known, were divided into Groups "A" and "B." The first group comprised manufacturers of means of production and was given clear priority over the second, which was responsible for producing consumer goods.
Yugoslavian shoes and Czechoslovakian furniture were valued more highly than their Soviet counterparts, but the situation was the opposite when it came to industrial equipment. The country was able to fully supply itself with world-class machinery. By the late 1960s, for example, the share of imported metal-cutting machines was only around 3%. When the well-known Japanese company Hitachi needed a custom vertical lathe in 1970, it was forced to turn to the Kolomna Heavy Machine Building Plant. Even in Japan, which was already entering its period of the "economic miracle," such equipment was not produced domestically.
By the late 1990s, the former prestige of Soviet machine tool manufacturing had virtually disappeared. Production volumes declined tenfold, and the industry was hit by a wave of bankruptcies. Among the few enterprises that managed to survive and even strengthen their positions was the Sasta Machine Tool Plant in the Ryazan region. This is a full-cycle enterprise with its own design center and foundry. Since 2017, it has been operating under the management of the Baltic Industrial Company (АО "Балтийская Промышленная Компания"). Becoming part of a large scientific and industrial complex allowed for large-scale modernization. In 2019, the company resumed exporting its products.
The active development of the enterprise requires an influx of highly qualified personnel. In this regard, Sasta has placed its bet on cooperation with Empress Catherine II St. Petersburg Mining University. As part of a pilot project initiated by the presidential decree of May 12, 2023, Russia’s oldest technical university is refining the model of engineering education. Significant innovations have also been introduced into the system of industrial training.
Yuri Churkin, advisor to the general director of the Sasta Machine Tool Plant, spoke in an interview with Forpost about how an effective connection between enterprise and university is being established, allowing for the successful resolution of complex staffing challenges in today’s economic landscape.
– Yuri Vladimirovich, in your opinion, how important is it to strengthen the practical component of education, particularly by increasing the duration of industrial training?
– Practical training is one of the key and mandatory elements of educational programs necessary for preparing specialists. Increasing the time allocated for practice allows students not only to apply theoretical knowledge but also to develop crucial skills such as solving real production problems, working in teams, and adapting to the industrial environment.
An analysis of the labor market shows that the demand for qualified specialists has significantly increased. However, students often lack practical skills. Another major factor is the lag in educational and material resources compared to current industry requirements and modern technologies, particularly in technical specialties.
One of the solutions to this situation is the development of dual education. The educational institution, in collaboration with an enterprise, develops a training program, a professional curriculum, and an annual schedule that considers the needs and capabilities of the company.
Thus, industrial training helps students better understand the specifics of their profession and the demands of the labor market. This is especially relevant in today’s conditions, where employers are looking for specialists who are ready to work from day one. The more time students spend in real production environments, the higher the likelihood that they will avoid common mistakes and adapt more quickly to the work process.
– What types of internships do students undergo at your enterprise?
– We actively cooperate with St. Petersburg Mining University and accept students of different academic years for industrial internships. The training process is divided into four stages.
The first stage involves assigning a task to the student by the university, which sends them to us for practical training. Then, at the second stage, an experienced mentor is assigned to the intern at the enterprise.
During the third stage, the student receives a specific task from their mentor, which aligns with the academic curriculum and the current needs of the factory, and they work on completing it. Finally, after completing the task, the fourth stage requires the student to submit a report analyzing the challenges encountered.
This approach allows the company to address real industrial tasks while simultaneously selecting potential future employees. Industrial internships give students an inside look at the company's structure, its departments’ operations and interactions, production technologies, labor organization, and access to open documentation.
– How is the admission system for interns organized in production?
– The admission system includes the appointment of supervisors and mentors, the development of an internship program, safety briefings, and the provision of personal protective equipment (PPE)—each intern is issued a personal PPE issuance record card. If the workplace involves hazardous or dangerous conditions, the student must undergo a medical examination before starting work.
Additionally, we familiarize students with the factory's daily operations and provide essential information to ensure quick adaptation. This is outlined in the "New Employee Handbook" of the factory. We make sure to show them the location of first-aid kits, fire extinguishing equipment, and evacuation routes, and we provide the contacts of their immediate supervisor and responsible personnel. Interns also receive meal provisions and access to the factory premises.
All occupational safety rules and internal regulations of the organization apply to student interns, ensuring compliance with industry standards and workplace safety protocols.
– How important do you think it is for future engineers to acquire multiple working professions during their university studies? Which working professions would be desirable for a young engineer joining your enterprise?
– Currently, the industrial equipment manufacturing sector across the country is experiencing a severe shortage of qualified personnel. At our plant, we have open vacancies for CNC machine operators, process engineers, design engineers, turners, millers, and mechanical assembly fitters. Many of these positions are also available for student interns.
Understanding working professions is essential for engineers. It allows them not only to solve tasks on a computer but also to comprehend how their solutions will be implemented in production. This approach helps reduce errors and shorten task completion times.
– How is the living arrangement for interns organized this year, and how has the internship process changed compared to, say, two years ago?
– On average, students undergo a one-month internship at the plant, receiving an official salary and a full social benefits package. The factory has also ensured comfortable living conditions for interns, providing accommodation, paid transportation, and free meals.
Interns work according to a structured work plan and schedule, which is developed annually by the university department representative in coordination with the enterprise supervisor. This plan takes into account the specifics of the educational program and distributes the overall internship time to ensure students successfully complete all assigned tasks.
During their internship, students learn to work with regulatory and technical documentation and measuring instruments to maintain production quality and compliance with technological standards.
To date, we have optimized the internship process based on student feedback. Initially, we assigned students to a specific production area, but last year, we expanded their exposure across multiple sections of the enterprise. We structured the work so that each intern could sequentially study the entire process of machine tool manufacturing and assembly.
Additionally, since last year, we introduced a new position – service engineer – which graduates can apply for. Students who interned at our plant will have a significant advantage when seeking full-time employment.
– How in-demand is a research engineer today, and what is the need for technological innovations?
– Currently, such specialists are in high demand. The importance of research engineers lies in their ability to develop new technologies and optimize existing ones. Their work not only drives innovation but also adapts production processes to modern requirements, which is a key factor for achieving competitiveness.
Moreover, given global economic shifts and the need to reduce dependence on imports, Russia requires specialists capable of advancing domestic technologies. This makes research engineers particularly valuable in ensuring technological sovereignty and the country’s sustainable development. The demand for these professionals will continue to grow, offering new opportunities for career advancement and professional development.
In our group of enterprises, we have engineering divisions at the forefront of science, technology, and automation. We are always happy to welcome new talent.
– You mentioned the shortage of qualified personnel. How severe is the current shortage of engineers in the economy and at your enterprise in particular? What specialists does your company need today, and what competencies do you expect from young professionals in the first place? How can our readers learn about your company's current job openings?
– According to expert estimates, in some industries, the shortage of engineers can reach 30-50%. This is due to several factors, including the aging workforce and the insufficient number of graduates from specialized universities. Additionally, many young professionals prefer to work in large cities, further exacerbating the situation in the provinces, where there is a noticeable outflow of qualified personnel.
By the end of 2025, our enterprise needs to recruit at least 350 additional employees. This includes workers, engineers, and specialists.
From graduates, we primarily expect the ability to set clear goals, motivation to acquire new knowledge and skills, and the ability to plan and organize their work. It is also important to demonstrate initiative and achieve set goals with high efficiency. We will help with the rest.
Current job vacancies are posted on the official website of the factory and on specialized job portals.
– What can a young specialist expect at your company, and what will their social benefits package include?
– The Sasta machine-building plant invites specialists to work in the city of Sasovo, Ryazan region. However, given the company's activities within the Baltic Industrial Company group, other locations may also be offered, such as in Saint Petersburg.
In the basic package, we can offer young employees sign-on bonuses after obtaining a qualification rank, employment under the Labor Code of the Russian Federation, on-the-job training, the opportunity to obtain higher education at the employer's expense, professional development, company-provided housing in Sasovo for non-local employees, reimbursement of relocation expenses, and meal subsidies. The salary of a starting specialist will be determined by various factors, including the salary scale for the vacant position, actual working hours, the complexity, and importance of the work performed.