3. Study of existing labour resources and manpower training

Prolonged lack of work, uncertainty in tomorrow, distrust in employers entailed qualitative decline of labour force in the logging branch. People discredit enterprises, directors and investors. At the same time, among enterprises’ staff concealment of vital details, deliberate delusion of potential investors, theft and flattery are widely practiced.

The majority of officials of middle and higher levels of timber industry enterprises are neatly aware of all essential problems of production and infrastructure. But not believing in the possibility of changing anything, they try hard to deceive investors, in order to gain financing and to live thus as long as possible.

Low general educational level and lack of standard of production and living, which is inherited from generation to generation, embarrass application of new technologies. In this situation the most reasonable is to rely on old personnel (more than 50 years old), who retained the notion of technological culture, which once existed, or to educate youth starting from nothing. In general the educational process has a chain character: a couple of trained and confident in near future employees can easily teach assistants and new personnel. Expenses on courses and off-the-job training can only be allowed for employees, who have already passed in-service education. Drunkenness is heavy in the regions, but is not a deciding factor for productivity, when enterprise is working stably and the personnel receives regular payment. Lack of specialists and mechanical engineers requires their attraction from central regions.