At the end of October, an international conference titled “The Future of HR in the Energy Sector: Shared Challenges and Solutions” took place in Kraków. The event brought together representatives from the energy sector, technical universities, and industry organizations from Norway and Poland. Discussions focused on addressing the growing demand for technical specialists in the energy sector – particularly in the context of the energy transition and the dynamic growth of the offshore wind sector.
Challenges in Talent Management
During the first part of the conference, Mats Tøkje, Manager of Stord Academy at Aker Solutions, presented the human resources challenges in executing large projects. He highlighted that the main challenge in the industry has shifted from recruitment to the retention and development of existing project teams. Companies should move from a hiring mindset to a strategy focused on retaining and developing employees.
The Labour Market in Norway – Growing Demand
Vegard Einan, CEO of NHO Service og Handel, presented data on the Norwegian labour market. He indicated that Norway’s economy urgently requires thousands of new technical specialists and engineers. The dynamic development of new technologies, offshore projects, and climate ambitions means that the priority is not only to increase the number of employees but, above all, to raise their qualifications. In this context, Poland was identified as a natural and strategic partner in developing competencies for the Norwegian market.
Poland as a Strategic Competence Partner
The conference also presented the results of a YABIMO survey conducted among over a thousand working-age Poles. The findings clearly showed that more than 80% of respondents are open to working abroad, with Norway identified as the most attractive destination. The key factors determining employer attractiveness, according to respondents, are competitive salary, job stability, and opportunities for development and training.
A Vision for Human – Centric Transition
The conclusions drawn from the market research led to a broader discussion on the necessary partnership model. Emphasizing that the energy transition requires more than technological investment – it demands a revolution in human capital – Michał Olesiński, CEO of YABIMO, shared his perspective on the core challenge facing both nations. His statement served as a defining principle for the cooperation strategy outlined at the conference:
“The energy transition is not just about technology, but above all about people. We need new models of training, collaboration, and professional development – ones that enable effective connection of competencies from Poland and Norway.”
This sentiment underscored YABIMO’s commitment to bridging the competence gap and creating effective pathways for skilled Polish professionals to contribute to Norwegian energy projects.
Education and Partnership – Key to the Future
The conference confirmed that the future of energy lies in collaboration – between countries, companies, and people. YABIMO, as a partner connecting Polish competencies with Norwegian experience, consistently invests in the development of vocational education and long-term business relationships. The company believes that the true strength and sustainability of the energy transition lie in this partnership.
Ambitious Offshore Wind Plans
The development plans for the offshore wind sector in Norway were outlined by Gyrid Espeland, Business Development Manager at Norwegian Offshore Wind. The organization aims to achieve 30 GW of wind power by 2040, which will require approximately 25,000 specialists by 2035. She emphasized that achieving these goals will depend on employee mobility, skills, and readiness to work under offshore project conditions.
Ambitious Offshore Wind Plans
The development plans for the offshore wind sector in Norway were outlined by Gyrid Espeland, Business Development Manager at Norwegian Offshore Wind. The organization aims to achieve 30 GW of wind power by 2040, which will require approximately 25,000 specialists by 2035. She emphasized that achieving these goals will depend on employee mobility, skills, and readiness to work under offshore project conditions.
