"Forpost" examined the experience of one of the leaders in Russian petrochemistry.
If a ranking of major domestic companies based on business activity for the first two months of 2025 were compiled today, the "Titan" Group would undoubtedly be among the top contenders. Here are the key facts.
The "Omsk Rubber" plant, the flagship of the group, completed a major project for the full automation of propylene-propane fraction production. This is an intermediate product in the manufacture of several essential items in the petrochemical industry.
During the same period, "Titan" announced an increase in logistics efficiency—excessive idle time of rolling stock was reduced by 1.5 times thanks to the implementation of domestic software.
To this, we can add the launch of a new "Auto Cosmetics" product line at "Titan-SM" (lubricants) and the successful completion of the group's recertification audit for international ISO standards in three key management system categories—product quality, environmental sustainability, and occupational health and safety.
It can probably be taken as an axiom that there is a direct correlation between the dynamism of a company's development and the presence of effective feedback from the workforce, especially young specialists, to the management. At "Titan," this is taken seriously. A consultative body—the Youth Council—has been established, and its active members regularly meet with top management.
An important separate topic is working with interns and trainees. The company has joined the initiative to develop a new model of higher technical education, which is currently being implemented as part of a federal pilot project at Empress Catherine II Saint Petersburg Mining University. A partnership agreement has been signed between the university and the company. This format involves even closer engagement of group enterprises in the educational process. Specifically, it includes ongoing collaboration with the specialized "Practical Skills and Experience" department, the introduction of a new "Student Industrial Mentor" status for company employees working with trainees, and the presence of company representatives at diploma project defenses.
Oksana Mironova, Deputy General Director for Strategic Development and Human Resource Management at JSC "Titan Group," spoke in an interview with "Forpost" about the organization of industrial internships for students, the staffing needs of modern production, and market demands for engineers.
– The reforms being carried out by the Mining University as part of the pilot project to improve the national higher education system significantly affect the topic of industrial internships. In your opinion, how important is it to strengthen the practical component of education, particularly by increasing the duration of industrial internships?
– Undoubtedly, strengthening the practical orientation in education is an important step in the modern higher education system. Today, it is essential to synchronize the scientific activities conducted in educational institutions with the demands and needs of production sites. Internships allow students to develop skills in participating in real projects, deepen their understanding of their field, and subsequently apply the acquired knowledge in production activities.
Extending the duration of internships provides students with more opportunities to gain necessary experience, improves the quality of education, makes graduates more competitive in the job market, and helps bridge the gap between academic learning and real professional challenges.
Therefore, reforms aimed at enhancing industrial internships will undoubtedly significantly improve the quality of student training and increase graduates' chances of employment after completing their studies.
– What types of internships do students from the Mining University undergo at your enterprise?
– Students from the Mining University participate in industrial internships at our enterprise. We have been collaborating with this renowned university for five years now. During this time, students from the third and fifth years have completed internships at our production facilities in the fields of "Mining and Industrial Ecology," "Environmental Management," "Chemical Technology of Natural Energy Carriers and Carbon Materials," and "Chemical Technology of Inorganic Substances."
The students were assigned to the testing and industrial laboratory, the industrial safety department, and workshops for the production of organic synthesis products and high-octane MTBE (Methyl Tert-Butyl Ether) additives. There, they familiarized themselves with key work processes and regulations and had the opportunity to apply their skills in practice while developing professional competencies that will be useful in their future careers.
The duration of the industrial internship ranges from three to five weeks. If there are vacant positions, students may be enrolled as employees. Once they are officially accepted, they are subject to the workplace safety rules and internal regulations in effect at the enterprise. The internship experience is entirely real: a tight schedule and demanding production tasks. However, experienced mentors are always nearby, ready to assist, provide guidance, and offer support. All of this gives students an excellent opportunity to test themselves in their chosen profession and reinforce their theoretical knowledge.
– How is the admission system for interns organized at your production facility?
– Our company is interested in the high-quality training of student interns, which is why we have developed a support and evaluation system for interns within the company. On the first day of the internship, all students must undergo occupational safety training. They are provided with special work clothing, and each intern is assigned an experienced mentor under whose supervision the internship will take place.
– What positions do interns work in?
– In chemical production, interns primarily familiarize themselves with the work of a process unit operator (technological apparatus operator), study technological equipment, and learn all the safety regulations at the production site.
In the laboratory, interns learn about sample collection, their classifications, chemical analysis methods, and have the opportunity to independently conduct certain types of sample analyses.
– In your opinion, how important is it for a future engineer to acquire multiple working professions during their university studies? What specific working professions would be desirable for a young engineer joining your company?
– We would prefer that engineers coming to work at our company also have additional qualifications in professions such as refrigeration, compressor, and pump unit operator, process unit operator, electrical technician, chemical analysis laboratory technician, mechanical and technological equipment repair technician, lathe operator, and milling machine operator. Training in these working professions allows future engineers to take a systematic approach to technological processes and better understand cause-and-effect relationships.
–– How in demand is an engineering researcher today, and what is the need for technological innovations?
– The petrochemical and oil-refining industries currently require the development of innovative technologies to achieve a higher degree of raw material processing. Therefore, like many enterprises in Russia, we are interested in engineers who are passionate about research activities. Our focus extends beyond production; we are also committed to the development and implementation of new technologies, including the localization of chemical components.
The presence of such specialists within our enterprise allows us to address complex engineering challenges independently, without relying on external research centers. We seek energetic young professionals with analytical thinking skills who can effectively work in a multitasking environment.
–How severe is the shortage of engineering personnel in the economy today, and at your enterprise in particular? What specialists does your company currently require, and what key competencies do you expect from young professionals? How can our readers learn about the company's current job openings?
– The shortage of engineering professionals in our industry is currently quite significant. The enterprises of the Titan Group of Companies also face the challenge of a lack of qualified specialists. We require engineers of various specializations, including chemists, mechanical engineers, designers, and others.
From young specialists, we primarily expect a strong knowledge base in their field, the ability to work in a team, analytical thinking, and the capability to quickly solve complex problems. It is crucial that young professionals are committed to continuous self-development, stay informed about new technologies and industry trends, and demonstrate diligence, responsibility, and a desire for professional growth.
Current vacancies at Titan are posted on hh.ru and the "Work in Russia" website. Additionally, we actively collaborate with career centers at educational institutions to facilitate employment opportunities for graduates.
–What can a young specialist expect at your enterprise, and what does the social benefits package include?
– A young specialist at our enterprise can expect a starting salary of 50,000–60,000 rubles. The plant has established a Youth Council, which provides opportunities for young employees to participate in various events and spend their free time together.
Additionally, young specialists are entitled to financial assistance equivalent to two months' salary upon employment, as well as financial support in the event of childbirth. They are also granted additional leave upon marriage. Furthermore, the company offers opportunities for professional development, including advanced training and further education, all funded by the enterprise.