Research Center for Emerging Competencies and Talent Development

The Center's experts have developed a database that systematizes key competencies and skills required for sustainable digital transformation of the economy and business by 2035. It serves as an applied tool for strategic decision-making regarding staffing, training, and talent development within organizations. It can also help to reengineer business processes in line with the labor market trends and technological advancements. The database is regularly updated. It is registered as an HSE University intellectual property, and the access is provided under a license agreement.

For more details please visit https://spectrum.hse.ru/competencies/ 

A full-cycle process to create the development strategy through 2030 was performed: from analyzing the organization's past performance and assessing external factors shaping the culture of responsible business, to defining its mission, goals, values, and key areas of activity. Three development scenarios were elaborated, and a list of key performance indicators (KPIs) with target values depending on the chosen scenario was compiled.

The Center's experts designed a methodology to pinpoint critical competencies and assess the developmental potential of engineering jobs. Based on the methodology, a profile of technological competencies was developed, verified and validated against the requirements of the industry's technological development. The project resulted in a set of recommendations to modernize the engineering training system and to improve the industry's HR policy.

Innovation Maturity Index (prepared jointly with MTS company in 2024) is a framework used to assess a company's innovation readiness level and capabilities.

A higher innovation maturity indicates that a company is more proactive and successful in developing and implementing new products, services, and technologies, creating a competitive advantage in the market and driving business growth.

To form the index the company's strategy, business organization and management, data processing control, knowledge management, technological capabilities, human capital, resource provision and others are assessed.

As part of the project, based on the analysis of more than 3,500 scientific and consulting publications, the experts developed the evaluation standard — aggregate index.

The pilot testing in seven companies resulted in construction of their innovation maturity profiles and amendment of threshold values ​​to interpret the results.

The Customer-centricity index for IT companies (prepared jointly with Cloud.ru annually since 2024) provides a comprehensive understanding of the way organizations interact with their clients.

The index's methodology relies on the intellectual analysis of a large array of open data using the iFORA system developed by HSE University. The data is assessed for 50+ companies from various IT market segments.

The experts measured four key dimensions of the customer-centricity index: proactive customer engagement, co-creation of value with the customer, internal corporate integration, and external consolidation of the value chain.

Key metrics include customer feedback on the management system, new product implementation efficiency, corporate culture adaptation, and data security and trust measures.

The results of the industry benchmarking tool creation provide a comprehensive framework of the current state of customer-centricity in the IT industry and determine the most effective strategic development pathways.

As part of the project, the experts analyzed best global practices in talent attraction and retention, along with relevant Russian legislation.They identified barriers preventing talented engineers and scientists from moving to Russia. Based on this analysis, a set of measures to address these challenges was proposed to enhance the attraction and retention of highly qualified professionals in priority high-tech sectors.

The project aimed to develop a model illustrating how digital technologies affect emerging workforce needs. The methodology combined qualitative and quantitative approaches, including:

• big data analysis using the iFORA system developed by the HSE Institute for Statistical Studies and Economics of Knowledge, 

• expert interviews with senior managers of international mining companies and government agencies,

• case studies. 

A total of 144 cases of technological solution implementation in mining companies from 22 countries were examined. The study  identified 45 typical solutions and 58 key job categories,  enabling an assessment of the potential impact of each specific technology depending on the business process. The level of technology accessibility was also assessed, allowing for prioritization based on relevance  to HR needs.

The Atlas of Emerging Jobs (prepared jointly with Sber) profiles 50 emerging professions in 12 different fields: medicine and health, urban studies, finance, information technology, cybersecurity, design, marketing, logistics, Agile, ESG, law, and leisure management.

The interactive version,  launched in 2024, is based on a foresight study conducted in cooperation with the experts from Sberbank and Higher School of Economics, supplemented by big data analysis of labor market trends using the iFORA system.  The atlas assists students navigate their future career paths, select an emerging roles, acquiring relevant skills and connecting with qualified specialist