РАЗРАБОТКА БАЗОВЫХ ПОДХОДОВ К ПРИВЛЕЧЕНИЮ И УДЕРЖАНИЮ КАДРОВ В ГОРОДАХ НАУКИ И ВЫСОКИХ ТЕХНОЛОГИЙ

Abstract

In modern Russia, the problem of technological sovereignty and import substitution of high-tech products is acute. To solve the problems set by the Russian government, it is necessary to launch the production of a wide range of high-tech products as soon as possible. The implementation of the plans is impossible without solving the key tasks of introducing modern technological equipment and increasing human resources. At the moment, a prompt solution to these problems is required, and the previously developed and adopted territorial development strategies assume a long-term perspective. The main scientific organizations and high-tech businesses are located in large regional centers, as well as in small towns with high scientific and technological potential. In large regional centers, a scientific and technological ecosystem has historically been formed, allowing for the creation of conditions for the development of high technologies and scientific research. The situation is more complex in small core cities with pronounced scientific and technological specialization in centers of scientific and technological leadership. At the present stage, the main problem in the development of such cities is attracting and retaining highly qualified personnel. It is necessary to take into account the fact that attracting and retaining specialists are two related processes, but different in essence. The first is characterized by the migration activity of the population, the second - by satisfaction with living in the territory and working conditions. Most often, the factors influencing these processes have common directions, but differ from each other in their characteristics and content. When deciding on a place of work, a specialist evaluates the proposed conditions that are related to his expectations. When retaining specialists, realities are compared with the expectations that were when hired. If they do not comply, the specialist leaves the place of work. In this regard, it is important for the management of the territory and organizations to minimize the differences between expectations and the actual state of the labor and urban environment in order to retain high-level specialists. The work examines the main factors influencing and allowing to solve the problems of attracting and retaining talented youth and highly professional specialists in cities with high scientific and technological potential, taking into account modern realities and requirements. Research shows that the main factor ensuring the attraction of talented youth is the availability of high wages. It is a necessary but not sufficient condition for their retention. Additional factors play an important role in retaining specialists, including modern sociocultural and comfortable urban space, which includes various aspects of the lives of specialists and their families.