The prestige of working professions among young people. Personnel hunger. How to increase the prestige of working professions? Attention - collective agreement

In addition, even educational standards become obsolete faster than specialists have time to learn. Meanwhile, today, companies themselves are setting a new trend in economic development - increasing the attractiveness of working professions. Young, but dynamically developing market players are especially indicative in this regard. These include LokoTech Group of Companies, the largest domestic company in the field of railway engineering, which in just a few years has become one of the leaders in the service market for traction rolling stock. The company currently serves thousands of locomotive sections throughout the country. About how the company manages to replenish its ranks with new employees and expand the competencies of existing staff, says the Deputy General Director for Human Resources and Organizational Development of LokoTech Group of Companies Natalya Pletenetskaya.

- Natalya Alexandrovna, your company operates in 64 Russian regions out of 84 existing. Where and what kind of specialists are you looking for?

- We have 10 locomotive repair plants, about 90 service depots, 250 points of presence in almost all regions of the country, and in order to maintain the status of an expert in the field of repair of locomotives, we must constantly deal with professionals in their field. But we, like many other industrial companies, are experiencing an acute shortage of personnel. The headcount of our company at the beginning of June is 60,258 people. Of these, 70% are working personnel. Can you imagine how many specialists we need?

The most difficult situation in the Far East. We, as a business that has a large plant there and a number of depots, see that the locals still continue to leave there. As a rule, the reason for leaving small towns is the lack of social infrastructure. Sometimes this is an elementary shortage of kindergartens, the proper quality of education. Unfortunately, small settlements today are not adapted for comfortable living of people, unlike large cities.

Of those regions where the mining industry is most developed, for example, in Siberia, young people leave less often, but even there we feel a lack of personnel, because alternative employers are also interested in finding specialists in working specialties. If we consider the southern territories - Rostov-on-Don, Astrakhan, etc., then here we meet with another problem - the seasonality of workers. This is mainly due to agricultural work - in the fall people come to us, and in the summer, on the contrary, it is quite difficult to find personnel.

Of course, among the locals there are those who are entrenched and working. The history of some of our repair plants dates back over 100 years. And we have employees who have worked for 30-40 years within the framework of one enterprise. There are even labor dynasties where children, grandchildren came to work for us. However, in general, we feel a shortage of personnel - especially for young and middle-aged workers.

‑ Do young people still want to be economists and lawyers?

“I would not generalize like that.” According to my feelings, if we talk about children who do not receive higher education, today, on the contrary, the majority do not go to economic specialties, but to technical ones, where the exact sciences prevail. There is no obvious trend of preference for working specialties, but there is a feeling that now there is a whole category of youth who have an interest in professions where you can earn money by hand. The modern generation differs from the previous one in that they strive to quickly earn money and enjoy life. Having earned money, they can leave, try themselves in a completely different field of activity, then return again. And we, as a business, are obliged to adapt to these trends and speeds of today.

‑ What workers are the most difficult to attract?

- First of all, turners. This is a profession where the skill is acquired only with work experience. It would seem easier to drill the required number of holes in the part, but no. Real craftsmen can process material with minimal tolerances only when a hand is full, moreover, under a particular machine, equipment. Therefore, we often have cases when we, developing in any region, know almost all the best turners, and they work for us.

‑ What requirements do you have for working profile specialists?

- We hire different staff. Sometimes people come to us to settle down without education, from places of imprisonment; This topic is especially relevant for distant regions. We take responsibility for the re-socialization of such people, as they must return to society. In the absence of qualifications, the first two months after hiring our employees undergo mandatory professional training. They receive a certificate of appropriation of a profession - and only then can they begin independent work. We provide an opportunity to constantly improve our level not only to low-level students, but also to experienced craftsmen. For example, we determined for ourselves in the company that in order to more effectively comply with the technology for locomotive repair work, we need an average discharge of 4.7 (now the company has 4.3). Thus, our task is to increase the capacity of workers so that their qualifications allow repairs to be carried out with higher quality and high speed.

‑ You have now touched on an important topic.‑ corporate education. It turns out that you yourself train workers in your profile?

- Now we are creating our Corporate University on the basis of the Ussuriisk Locomotive Repair Plant. The primary task is to train workers in our specialized programs, for example, for each series of locomotives, in different types of equipment, and so on. A full course of training is designed for 300 hours, of which two-thirds are practical work at the enterprise. Now we are preparing the material, technical and methodological base for training - we are developing and approving programs, choosing the best visual aids, preparing electronic content for SDS with 3D-visualization of locomotive components and mechanisms. By the end of the year, we plan to train 120 people at our Corporate University.

‑ But this is very small, given the scale of your company. How do you train workers now?

- Of course, it’s not enough, we are just starting the project. In the future, distance learning at the Corporate University will also be held by employees in other regions where our repair plants are located. But today we also actively interact with staff - only in occupations we annually train and retrain more than 12 thousand people. We give our workers the opportunity to improve their qualifications and learn a second profession. Suppose, if earlier a person was only a turner, then, after additional training, he will be able to work as a milling machine operator. Also, within the company, we train highly specialized workers. Do you know who flaw detectors are? They detect the presence of defects on various mechanisms - whether or not to repair the locomotive, what parts must be restarted, and so on.

‑ Please tell us how is your personnel development system as a whole built?

- We have a code of corporate culture - the mission, vision and values \u200b\u200bof the company should be shared by all employees. Based on the code, a model of corporate competencies is formed. Based on this model, a personnel development system is being created. In turn, the system itself implies different types of training separately for each type of competency - separately for managers, separately for line managers and specialists, separately for young workers, as well as students and workers. Of course, there is an assessment of the effectiveness of each of our five competencies and specific employees, which ultimately leads to an understandable financial economic result of the company.

In addition to training and retraining of working personnel, a huge layer of our work is associated with attracting young people. We are actively working with universities, we attract 4-5 year students to participate in corporate projects. For example, in June, our company holds the final stage of the "Growth Points" contest. Both students and young employees of the company participate in this competition. A prerequisite - new projects should not only relate to narrow activities in the enterprise, but also show a specific business result, high efficiency. In this case, prizes await the winners of the competition, and the project itself will be scaled to a number of enterprises where similar series of locomotives are repaired or serviced.

‑ And how do you train leaders based on your system?

- Leaders are a special category, but for some reason among the majority of people there is a misconception that they can not be trained. It is not right. Leaders must always be trained. They must be constantly developed and improved, since everything that happens in the company rests on them. Moreover, in most cases, we ourselves strive to grow local leaders, rather than attract them from the general labor market. Our company has a rather narrow specialization, we have 250 points of presence in almost all regions of the country - and it’s not always possible to transfer someone from our other branches there promptly.

Last year, we implemented a large training program “Change Management”, which was attended by 523 people - from deputy depot managers to the best craftsmen. In our company, we have introduced the practice of internal coaching - these are special courses from the leading employees of the enterprise on the development of operational and managerial competencies, which are conducted at factories, in depots, in branches. Since there are many of us, and we want all employees to speak the same language, have common concepts and approaches, we conducted seminars in the form of a webinar - in our opinion, today this form of training is the most effective, both in terms of staff costs, and the speed of knowledge transfer. As a result, those line managers who have successfully mastered our program are now our personnel management reserve.

‑ What competencies should managers have‑ what do they not know?

- Most newly-minted leaders have a gap in managerial competencies - for example, in the ability to set tasks for subordinates. At first glance, everything seems obvious. The locomotive came for repair. The master must collect the foremen, hand out tasks. Motivate them. Assign a deadline for this assignment. Then come and check how this task is completed. Then take into account the work that was done in the future. Correctly distribute cash rewards in accordance with regulatory documents - reward those who have completed the task, chide the laggards and show them an example of how to work.

And of course, if people who have managerial skills. However, many in relation to management act on a hunch - someone remembers how his past leader set tasks to his subordinates, someone tries to self-educate. Unfortunately, we are faced with the fact that in the traditional educational system such practical knowledge is not taught. We at the company need an extremely clear process, understandable tasks and an obvious result, since everything is tied to the time. The locomotive went into the depot - after a certain time he should exit. Strict adherence to the schedule is required. Masters are the backbone of our company, which organize the work of workers. The more accurately the master works, the more efficient the whole company is. Therefore, the masters should have operational management skills - motivation, task setting, task control. In addition, we teach the solution of complex issues, the ability to negotiate and do without conflicts. Such necessary communication skills are constantly required in business, both with customers and with colleagues.

‑ And yet, finally, how do you attract staff to your company in addition to education‑ social guarantees?

- One of the forms of securing workers in our company is a collective agreement - this is a tripartite agreement between the company, the trade union organization and the employee. We provide our employees with various benefits and guarantees - the possibility of acquiring vouchers for spa treatment, travel tickets, payment for kindergartens, etc. We also attach great importance to social issues. We hold various kinds of cultural and holiday events, all kinds of competitions. We always emphasize that a person is important to us not only as an employee, but also his personal qualities. Everyone can read about himself in a corporate newspaper if he has distinguished himself somewhere - maybe he plays in a rock band in his free time, is a donor, or saved the lives of other people.

By the way, precisely in order to emphasize how important it is for us to thank the man of labor, we held the Heroes of Our Time award three years ago. At first it was a purely corporate project - at our enterprises we were looking for people who had committed various acts: someone helps animals, someone grows forests, someone saved a person in a fire, etc. But in three years the project became - the real All-Russian. Since last year, employees of not only our companies, but also others, have been participating in it (in 2017, more than 100 applications from 17 enterprises were received). Starting this year, the Heroes of Our Time organization will be engaged in the Human Beings Center for Social Projects. We will remain in the status of a general partner.

It is interesting that in the course of our recent internal corporate survey, the following was revealed: about 70% of employees are completely satisfied with the work in the company.

In order to fully develop in our team, a desire to work, to actively develop is required - then employees will boldly move up the career ladder. No need to be afraid of change. Recently, they say that our work, and ourselves in the future development of the digital economy, will be replaced by robots. This is not true. If people continue to intellectually improve themselves, then robots will not replace us. We will only control robots. Our activity will change. And those specialists who understand this and acquire new knowledge will always be in demand.

It is no secret to anyone that the Russian manufacturing sector as a whole and the Orenburg sector in particular have long been short of those who can, and most importantly want to work with their hands. The assertion that workers' specialties are low-paid and unattractive is firmly held in the public mind. At industrial enterprises, there is an acute shortage of qualified personnel at all levels, from workers to engineers, and young people are not interested and do not want to go to vocational schools, colleges and technical schools, because they do not feel the prestige of working specialties.

According to minister of Labor and Employment of the Orenburg Region Vyacheslav Kuzmin, one cannot consider the prestige of professions, youth employment without understanding the fundamentals of economic development.

On the one hand, over the past seven years, gross regional product has grown from 500 to 850 billion rubles, respectively, and the budget has grown from 50 to 80 billion rubles, ”the minister says. - On the other hand, we have May presidential decrees requiring higher wages for healthcare, education and culture workers. All this is a non-production sphere in which products as such are not manufactured. Where to get the funds? It is clear that they can appear only due to an increase in labor productivity, the development of the economy, and as a result, an increase in budget revenues.

Increasing labor productivity is possible subject to technical re-equipment of production, the introduction of new effective equipment and technologies, labor intensification, the rational organization of production processes and depends on the professional solvency of personnel.

The current type of economy involves continuous improvement of the labor force through its training and advanced training and dictates the need for labor resources of a qualitatively different type.

However, we often have cases when a specialist, having a diploma in a particular specialty, did not see a new technique, as they say, in the eyes, ”says Vyacheslav Kuzmin. - The situation is even worse when the so-called specialist, having received a diploma, believes that now he should not learn anything anywhere.

Today in the region for 14.4 thousand unemployed 10 thousand vacancies. And these vacancies are often no one to occupy, as there are no workers with suitable qualifications.

Training and production symbiosis

In order for specialists of proper qualification to leave technical schools and colleges, educational programs do not stand still. Since the next academic year, a new educational standard has been introduced, which is designed to radically change the approach to training in secondary vocational schools.

“The Russian Ministry of Labor compiled a list of professions in demand on the labor market that require secondary vocational education,” said Larisa Filkova, head of the vocational education department of the Ministry of Education of the Orenburg Region. - This list is called “TOP-50” professions. It was compiled on the basis of the country's requests, the benchmark was high-tech industries, as well as the service sector. At the same time, the competency requirements of bidders in the framework of WorldSkills championships were taken into account.

According to the regional Ministry of Education, this year 31 organizations of specialized vocational education in the region are ready to accept about 1,500 applicants.

These requirements are also set by new approaches to training itself - in order to educate a competent and qualified specialist, first you need to invest in teachers who can transfer knowledge of the proper level.

In order for future specialists to receive not only theoretical, but also practical skills during the training process, and it is precisely those that will be needed in the future in a particular production, colleges and technical schools conclude a kind of symbiosis with industrial enterprises. Such mutually beneficial cooperation was built, for example, between Strela software and OSU University College. The company spent the money and purchased the necessary equipment on which students from different colleges can practice. As he says deputy Director of the College Sergey Dorofeev, thus gaining experience throughout the training, the company gets into its ranks a ready-made specialist with the skills that are needed at this particular place of work.

But here it is important to understand that a successful career awaits only those who are really interested in building it. The sooner the student decides on his future profession, the more likely it is that he will go through all the stages preceding the birth of a true professional. These are the guys who come to the Orenburg College of Service.

- We have guys who even before entering go to us for various courses in order to get to know the profession better, - shares director of the College of Service Tatyana Malgina. - Therefore, after graduation, almost 100% of graduates find work for themselves. Over the past couple of years, I can only remember one case when our student was on the labor exchange.

Piece goods

If specialists are completely ready to work in production, then they are snapped up like hot cakes. But let's be honest, this does not happen as often as we would like. It was quite common for enterprises to retrain or retrain those who came to them with a diploma.

“We understand that we have a specific production, and therefore, we simply will not find ready-made specialists who can come to our enterprise and immediately start working,” says olga Kosova, Head of Human Resources, Plastic LLC. - Therefore, we have developed a mentoring institute at the production facility, when more professional employees share their experience with young people.

A somewhat different situation has developed at the Kushkul Greenhouses eco-farm. The company works with completely new technologies, growing vegetables indoors.

“Unfortunately, when we faced the problem of finding employees for our enterprise, we found out that the Orenburg Regional Agrarian University does not train such specialists,” shared ecology Farm HR Manager Julia Chusova. - Therefore, we decided to train practically from scratch those who wish to work with us. As a result, we literally get piece goods that fully comply with our requirements.

Experts see the root of the problems in the small prestige of working professions in the fact that in a certain period of time the state missed the opportunity to regulate the labor market.

“In the 90s, when the state’s main goal was to pull young people out of the gateway, they began to massively graduate in humanitarian specialties,” says Andrei Kirillov, deputy chairman of the consumer market, services and entrepreneurship development committee of the Orenburg administration. - It was then that we received a mass release of economists and lawyers who simply oversaturated the labor market. Today, despite the targeted sets and other attempts to regulate the social order for personnel, the state has not debugged this system. In any case, the solution to the problem is in a dialogue between all parties involved in the process, including between the business community as a potential employer.

All participants of the round table agreed with this, recognizing that a constructive dialogue took place, which means that each participant got an idea of \u200b\u200bwhat each side should work on, so that, as a result, jointly solve personnel problems in the region.

COMPETENTLY

Separation from life

Anna Pavlenko, head of the youth policy department of the Orenburg administration:

“Unfortunately, today, when we come to schools and carry out career guidance activities, we see that until graduation, schoolchildren do not imagine who they want to be in the future. In order for them to get an opportunity to get to know more precisely the working specialties, we invite them to work during the summer holidays. The situation with the employment of adolescents also leaves much to be desired. Previously, more guys asked for work. Today, there are times when mothers are brought into the headquarters for the employment of adolescents. In addition, schoolchildren no longer want to engage in landscaping and cleaning. They are more attracted to work in offices, although they lack the qualifications for it. What is the reason? In many factors, but I believe that the lion's share of responsibility lies with education. Unfortunately, today children are protected from life as much as possible, they are protected from everything and often too much. Schoolchildren do not see manual labor, because enterprises are afraid to take responsibility and monitor the safety precautions of working with a teenager. Even labor lessons at school today have become theoretical. Where do we get the locksmiths and turners from, if the children don’t even know what the machines look like? ”

Evgenia Matrusenko, chief specialist of the department of labor protection and industrial safety, industrial safety department of Gazpromneft-Orenburg LLC:

“To work at our enterprise, a certain qualification is necessary, since we have a complex modern production. In order to adapt a specialist, we will organize training for him as a specialist, and we also attach a mentor to support him in the first months of his work. Representatives of each profession are tested annually, the results of which decide the need for additional training. Vocational educational institutions, of course, give the future specialist certain knowledge about the methods of certain jobs. But only a company can teach specialists how to work in such a specific production as oil production. But this is not all: it is not enough to be a skilled worker, it is important to do your job safely. And along with a decent salary and social package, Gazpromneft-Orenburg offers its employees safe working conditions. One of the main corporate values \u200b\u200bof the company is occupational safety and labor protection. In our work, we strive to achieve the “Goal - Zero”. This means zero harm to human health, zero harm to the environment, zero harm to the equipment on which we work. To this end, the company implements a set of preventive measures, for example, the “5 Security Steps” program, which is designed to form a correct understanding of these important issues, and improve the production culture. The company invests large funds in appropriate staff training, providing all employees with modern and high-quality personal protective equipment. I want to note that our company is listed in the regional register of the most conscientious employers, annually confirms the title of the best company in the Orenburg region in the field of labor protection. Such a status that is significant for us is the result of systematic work within the framework of a corporate policy in the field of industrial safety. ”

VERBATIM

Lilia Kosheleva, head of the human resources department of the Orenburg branch of OJSC Energosbyt Plus:

“We have positions for which we accept without work experience - with primary vocational and secondary vocational education. These are specialties that do not require special qualifications: controllers, technicians, contact center operators. If people want to further develop and get a more serious position, then, of course, they will need to get higher professional education. The personnel policy of our company is aimed at helping our employees to develop. There is an opportunity to study, get an education at the expense of the company, a mentoring system works. We need highly qualified specialists, but if they cannot be found, we prepare them ourselves.

We are pleased to promote the employees of our company on the career ladder. We have developed horizontal and vertical rotation. For positions that require a high level of competence and, accordingly, are highly paid, we usually appoint those who have already worked with us for some time. But employees must show that they are ready to learn: perhaps, to delay after work, to study new software systems.

Every month we accept up to 10 people in all branches of the company in the Orenburg region. The initial salary level is not less than 15 thousand rubles. However, if an employee proves himself, he has a chance to earn more and occupy a high position. The company is present in 17 regions. And our former employees today work at the highest level positions in other cities. In general, there are a lot of opportunities for the development of young specialists. And if a person wants to try his hand, he can declare himself in several ways. First, come to practice, after which many young people remain in the enterprise. He can also send a resume: in electronic or paper form. Due to internal transfers, we almost always need controllers and contact center employees, we invite new employees to these positions. ”

Alexander Shlychkov, head of the training and production center of JSC "PO" Strela ":

“Is the region experiencing a shortage of workers? I would say more precisely: the region lacks qualified personnel. A skilled worker, for example, a turner, can only become after 5-6 years of work. Our training and production center has existed since the 60s. Today, about 500 people from schools, universities and colleges come to us annually - and the UOC specialists familiarize them with the production process, the technologies used in the association, and modern high-precision equipment. We have a license to study in 65 professions. For this, the training center has all the conditions: equipped classrooms, an excellent computer class, a production area where 8 machines are installed. These are universal and CNC machines. All specialists who teach theoretical disciplines have been trained in the psychological and pedagogical foundations of adult vocational training. Future machine operators first undergo theoretical training. These are such subjects as: metal science, tolerances and technical measurements, reading drawings and diagrams, labor protection, special technologies - all that a highly skilled worker should know.

Direct training costs, for example, of a turner, are about 60 thousand rubles. In addition, every month we pay the student a salary of 1 minimum wage.

However, some students still do not finish their studies: they leave, realizing that this is not their profession. But there are very few of them - less than 3%. The rest remain in production. The enterprise has concluded agreements with many educational institutions, from where many guys come to practice. And yet, only we ourselves can fully prepare the employee for our specifics. Yes, we select workers, we leave only the best. But we pay a decent salary - and this is an average of more than 40 thousand rubles. from the factory - and we know for sure that people are interested in their work, they are interested in it and will remain in the enterprise. ”

TO THIS TOPIC

The list of professions in demand in the labor market of the region for May 2017 *:

doctors of various specializations;
nurse;
teachers of various specializations;
car driver;
cashier;
cook;
machine operator;
rolling stock repair fitter;
turner;
tractor driver.

* according to the regional ministry of labor and employment

It has long been known that prestige is the most important criterion for professional choice. A distinguishing feature of prestige is the degree of respect for a given object, as well as the influence of a person who has mastered a given object or given activity. In the era of a change in the social system in which Russia is not very safe, the problem of the prestige of the chosen activity has a special meaning. As it is known in the crucial historical epochs, the social mobility of the population increases, namely, the transition from one social sphere to another is noticeably facilitated. The former "elite" sharply reduces their mental abilities, activities. And on the contrary, some of those people who used to belong to the "lower" strata of society are quickly enriching themselves and gaining social influence. In particular, the appearance of the so-called “new Russians” in Russia is, above all, the spirit of the “new elite”.

Basically, a young man chooses this particular profession not because he is attracted to the labor process and his content (he still does not really know, did not feel all the advantages and disadvantages of the chosen professions), the young man is more likely to choose a certain lifestyle, where the profession is just one thing from the means of building your happiness. This explains the choice of professions such as lawyer or economist by many teenagers and young people: these professions themselves are unlikely to interest most young people (working with regulations and financial reports is still an “amateur”), but these are professions still allow a person to earn a lot and build a certain, “rich”, “comfortable”, and the most necessary is a “prestigious” way of life.

A teenager who is self-determined has a risk of making a mistake in his choice when the prestige of professions changes: he is guided by prestige and “elitism”, and he is among the so-called losers, among a huge number of unclaimed specialists.

Just leading teenagers to think about the future is not enough. We must provide them with a means of reflection on these difficult problems. But these problems, indeed, are the most complex and important, since we are talking about social forecasting. If you don’t understand in time where our country is heading, you can make a big mistake with professional choice, since it is unclear in which “space” it is self-determined.

True professional self-determination is influenced by self-knowledge and self-esteem. If they are not true, wrong self-determination occurs. Unfortunately, correct self-esteem is available to a small number of students. Basically, they tend to either overestimate themselves or underestimate them.

The prestige of the profession is determined by the consistency (share of creative functions, creative functions, creative character) of this type of work and the degree of popularity of the profession. Work that involves monotonous manual operations or does not provide prospects for career growth, determines the low prestige of the respective professions. When it comes to prestige and popularity, one should not forget about socio-psychological factors. Here, even the name of the profession matters: there are cases when its change significantly increased the prestige of the profession.

The list of aspects by which the most prestigious profession is determined is diverse. He contains the conditions and level of salary, confidence in the stability of his position, the opportunity for creativity, a free work schedule, career advancement opportunities, access to power, work abroad, independence, etc.

When choosing a future profession, each of us, as a rule, seeks to receive one of the most prestigious and popular professions and in a few years to be a sought-after, highly paid specialist. In order not to make a mistake at the initial stage, it is worth considering the fact that the type of professions in demand changes every five years, and the demand and prestige itself depend on many factors, such as: the political and economic situation in the country, the technological process of development of a certain region. Therefore, connecting your life with a particular profession, you need to think carefully and analyze its features, as well as the possible combination of the chosen profession with any other.

I present the opinion of experts, according to which, by 2016-2017, the "top ten" of the most prestigious and sought-after professions will look like this:

Engineers Due to the fact that large-scale city-forming industries are appearing in some of the largest cities and regions of the country, as well as the international industrial partnership is developing rapidly, an acute shortage of professional engineers, technical specialists and middle managers at the factory is already emerging. The combination of technical, economic or legal education, knowledge of English or any other European language will be especially appreciated.

IT professionals and computer hardware developers. ANDinformation technologies and communications are the most rapidly developing sphere at the moment in the whole world and in Russia in particular. It is assumed that for several decades, specialists creating, debugging software and supporting its working ability, professionals in the field of digital broadcasting, as well as web design specialists will be one of the most sought after and highly paid.

Specialists in the field of nanotechnology. Since at present in Russia the development and implementation of nanotechnology (technologies based on work with molecules and atoms) is the federal target program of the government, then, of course, in the near future the demand for nanotechnology specialists will grow in almost all areas: in mechanical engineering, in space technology, in the food industry, as well as in medicine.

Specialists combining electronics and biotechnology.Biotechnologies that use biological systems and their elements are widely used today in agriculture, where genetically modified products are obtained using genetic engineering and microbiological methods. In addition, they are used in molecular medicine, biopharmaceutical industries and other industries. The purpose of scientific research can be, for example, the creation of new power sources or electronic circuits based on living microorganisms.

Marketers. According to experts, in ten years there will be a glut in the Russian market of goods and services, therefore, the country will need marketers - strategists of companies whose task is to manage a system focused on the production of various goods and satisfying the interests of manufacturers and consumers; conduct market research, develop business plans, offer the most profitable options for investing money in enterprises.

Specialists in the field of service. The growing demand for service professions in the next decade is due to the need of the country's population for quality service. Therefore, the need for such specialists as private doctors, lawyers, teachers, medical workers, psychologists, image makers, managers, specialists in the field of official and recreational events, employees of cafes, restaurants, hairdressers, shops will increase.

Logisticians. Russia's entry into the world market will provoke the need for professional logisticians involved in the theory and practice of managing material and information flows in the process of goods distribution.

Ecologists. It is assumed that in the future, more and more space will be occupied by environmental conservation problems. In accordance with this, the demand for professional ecologists with knowledge of physics, chemistry, biology, computer modeling skills and processes taking place in nature will increase.

Medical professionals involved in finding life extension products.Ten years later, specialists in the field of medicine predict in our country the implementation in practice of the achievements already developed at the moment in the field of electronics and biotechnology related to the search for means of prolonging human life. Therefore, this will entail the need for practitioners.

Chemists.Specialists in the field of chemistry, in the first place, will be in demand in the energy sector, since work is currently underway on the development of alternative energy sources, despite the existing oil reserves.

Finishing the first chapter of Kursk work, you can do the following output.

Professional self-determination is a multidimensional and multi-stage process in which the tasks of society are identified and an individual lifestyle is formed, part of which is professional activity. The period of youth is a period of self-determination. Social, personal, professional, spiritual and practical self-determination constitutes the main task of adolescence. The process of self-determination is based on the choice of the future field of activity. Professional self-determination is associated with the tasks of social and personal self-determination, with the definition of life prospects, with the design of the future. The main goal of professional self-determination is the gradual formation of internal readiness to plan, adjust and realize the prospects of your development (professional, life, personal) independently and consciously.

Accreditation in Education magazine acted as an informational partner of the First Open Championship of Peter the Great St. Petersburg Polytechnic University held in February according to WorldSkills rules. In the framework of the competition, the seminar "Personnel Support for High-Performance Jobs" was held. The events aroused great interest in vocational education organizations of St. Petersburg, Leningrad, Murmansk, Pskov, Arkhangelsk regions and Krasnoyarsk.

M.V. AFANASIEV, Director of the International Scientific and Educational Center "Metalworking Automated Manufactures" of St. Petersburg Polytechnic University of Peter the Great, Doctor of Economics, Professor

E.I. BALLS, Assistant, Peter the Great St. Petersburg Polytechnic University

The goal of the WorldSkills International (WSI) international movement is to enhance the prestige of working professions and develop vocational education by harmonizing best practices and professional standards around the world. Currently, 72 countries, including Russia, are participating in the organization and conduct of professional skill competitions within the WSI.

The first such competition in the northern capital, held in the semi-final status of the national championship in the North-West Federal District in four high-tech competencies, took place at Peter the Great St. Petersburg Polytechnic University in late February.

The organizers were two SPbPU centers - the Computer Center Computer Engineering Center and the Metal Processing Automated Production Center, and the main co-organizers were WorldSkills Russia Union and WorldSkills Russia Regional Coordination Center (WSR) in St. Petersburg.

The championship was attended by representatives of 13 educational institutions from St. Petersburg, Leningrad and Murmansk regions. For three days, the participants demonstrated their professional skills to the experts and guests of the contest, mentors shared their experience in preparing for competitions of this level and took an active part in monitoring compliance with high WSI standards and refereeing.

The result of the competition in the competence “Milling operations on CNC machines” was a confident victory for Yuri Zaitsev, a representative of the College of Shipbuilding and Applied Technologies (St. Petersburg). Vyacheslav Sushkov, representing the Kirov Polytechnic College (Leningrad Region), became the best in terms of competency “Turning work on CNC machines”.

For the first time in Russia, team competitions were held for the presentation competencies “Computer Aided Design in CAD / CAM and Production on CNC Machines” and “Computer Aided Design in CAD / CAM and Production on 3D Printers”, where participants needed not only to create a 3D model, but it’s also possible to make a part in metal or plastic. The first competency winners were Yegor Vasilenko, a student at St. Petersburg State Telecommunications University. professors M.A. Bonch-Bruevich, SPbGUT (St. Petersburg), and Yusuf Rakhimov, a student of the Industrial and Technological College (St. Petersburg). For the victory in the second competence, the coveted cup was awarded to Kirill Gladkov (Malookhtinsky College, St. Petersburg) and Artem Domrachev (Industrial and Technological College, St. Petersburg).

The President of the WorldSkills Russia Union, Pavel Chernykh, who highly praised the level of the championship, proposed organizing a training base for the members of the national team at SPbPU, which in August 2015 will go to defend the honor of our country at the 43rd World Championship in Professional Excellence in San Paulo (Brazil).

In January 2015, Russia filed an official application for the WorldSkills Competition World Finals in 2019. The relevant documents were signed by the Director General of WorldSkills Russia Union Robert Urazov and the Director of the Department of State Policy in the Field of Training of Workers and DPO of the Ministry of Education and Science of the Russian Federation, the official delegate from the Russian Federation to WSI Natalia Zolotareva. Kazan became the candidate city.

The WorldSkills Russia movement is actively supported by the head of state and the Government of the Russian Federation. in particular, at a meeting with leaders of educational projects in January, Dmitry Medvedev said: “I am convinced that holding such a championship in Russia is a good opportunity to once again draw attention to working professions. And if we are lucky and the decision is made in favor of our country, we will do our best to hold this event at the highest level. "

Information from the website of the Agency for Strategic Initiatives.

In the framework of the First Open Championship of SPbPU according to the WorldSkills rules, the seminar "Personnel Support for High-Performance Jobs" was held. The goal was the exchange of experience of the leading training centers of the Russian Federation (universities, colleges, resource centers) on the training of specialists for high-performance jobs in industrial and engineering technologies.

The seminar addressed the issues of training specialists in manufacturing and engineering technologies based on WSI standards, convergence of employer requirements and professional competencies of graduates (tools and implementation mechanisms), certification of workplaces and workers based on WSI principles.

The seminar was attended by 46 representatives of SPbPU, professional education organizations of St. Petersburg, Leningrad, Murmansk, Pskov, Arkhangelsk regions and Krasnoyarsk involved in the WSI international movement. The speakers were the heads of a number of industrial enterprises of St. Petersburg and high-tech foreign companies - partners of professional skills contests.

It was about the current state and development prospects of the WorldSkills movement in Russia, instructions of the President of the Russian Federation and federal ministries in the field of increasing the international competitiveness of students and graduates of domestic educational organizations. Particular attention was paid to the implementation of WSI standards in the educational process, improving professional standards, taking into account the principles of WSI, the positive experience of foreign countries in this direction.

Speakers spoke about the problems of staffing enterprises, aging staff and the need to expand the competence of line employees. When educational organizations, industrial enterprises and high-tech companies join forces, good results are achieved. The importance of joint training for the import-substituting technological development of Russia, of course, is great. Joint training centers allow students not only to get acquainted with modern equipment and foreign technologies in practice, but also to receive a double diploma.

After the main speeches were completed, a transfer to the competition events was organized for the guests of the seminar, where everyone could see the performances of students participating in the First Open SPbPU Championship according to the WorldSkills rules and attend master classes. Here, the “Educational Model” of practical training in industrial and engineering technologies was presented to the guests, which is implemented at the university on the basis of the introduction of a network form of training, the opening of applied undergraduate programs and the creation of scientific and educational centers with high-tech companies. The speeches of the participants of the championship, their qualifications and the ability to independently implement the chain of technological operations made a great impression on the guests of the seminar.

The issues of training highly qualified personnel - from workers to technologists, from highly specialized specialists to engineering "special forces" - are in the focus of attention of the state educational policy.

The prestige of the profession is one of the main social mechanisms governing the process of professional self-determination, and is understood as a comparative assessment of the significance and attractiveness of various professions on the basis of certain values. Each social and socio-professional group has a certain scale of prestige, due to different value systems. Therefore, professions that are attractive to some social groups of young people may not enjoy the prestige of others. The hierarchy of prestige in public consciousness changes over time, which depends on changes in the sphere of professional stratification and mobility. The prestige of the professions currently in demand on the labor market ensures the attractiveness of the corresponding faculties and specialties at the university.

At various social and professional groups is available common set of valuesbut their functional weight is different. Therefore, young people value higher the prestige of those professions with which they are better acquainted, but by the same criteria. In part, this also explains the overestimation of the prestige of their own profession.

The role of the prestige of a profession in regulating the process of professional self-determination of youth is that prestige determines the attractiveness of professions and their popularity among young people and thereby orientates young people towards the preferences of some professions over others. According to American sociologists, the prestige of professions reflects the system of stratification of a particular society; therefore, the study of prestige is one of the methods for studying social stratification.

In addition to the prestige of the profession, the prestige of the university is also considered as a social mechanism for regulating the professional self-determination of youth by social institutions of the profession and education.

In the public mind, the prestige of the profession and the university is associated with employment opportunities, as well as professional careers. But a professional career means successful progress along the steps of a professional, social, official, property, and other hierarchy. Career opportunities determine the choice of a promising profession and a prestigious university, which ensures the regulation of professional self-determination on a personal level.

At the moment, there is a situation that lies in the inconsistency of the hierarchy of prestige. The prestige of the professions, which correspond to the highest salaries and the wide opportunities to make a career (lawyer, manager), is growing, and the prestige of a number of professions requiring high qualifications and the level of education (engineer, teacher) is declining. This hierarchy of prestige reflects the crisis transition state of society - the mismatch between education, profession and income as indicators of social status. As a result, focusing on a certain social status, young people entering universities have few opportunities to get a job or income that matches their profile and level of professional training. Disruption of the connection between the level of education, the sphere of professional employment and the remuneration of a specialist forms an appropriate prestige scale and thereby not only leads to forced employment outside the specialty, but also influences the motivation for choosing the level of education, profession and university.

Russian sociologists conducted a study of the image of the profession, which is interconnected with the concept of prestige of the profession. Profession image - a subjective picture of the world, it reflects the interaction of the subject (professional) and his environment, the dynamics of the formation of professionalism and its change depending on changes in the social environment. Potential specialists do not choose a profession, but the image of a profession, or rather, the image of a specialist in a certain professional group. They choose a profession not as a functional, as a type of activity, but as a group of belonging and, in general, as a future social status, a model of the desired future. They see the future profession as an instrument for shaping this future.

Professional affiliation, taking into account qualification, educational and other characteristics, can be considered as an indicator characterizing the social position of a person in society, since social groups can exist differently than through professional groups. The concept prestige profession connected with the concept professional career. Both of these terms are an indicator and indicator of individual success from the position of changing the social position of the individual.

Terminology issues

Giving a definition of a career in the Dictionary of the Russian Language, S. I. Ozhegov notes that there are several meanings of this word. The first is where career is understood as occupation. In another sense, a career is "the path to success, a prominent position in society, in the career field, as well as the very achievement of this position."

Russian scientists conducted a study in which it became clear that the attitude towards the prestige of the profession among students changes throughout their studies at the university. When moving from junior to senior courses, the proportion of students who are guided by the choice of their future occupation with a vocation motive steadily decreases, and at the same time, the proportion of those who intend to build their relationship with the professional life world on the basis of assessing the prestige of their future work, career prospects, and wage levels .

The prestige of the profession is mobile in time: the hierarchy of professions in the public mind is changing, which depends on changes in the sphere of professional stratification and mobility. The movements of various professions on the scale of social prestige over time are explained by the changing needs of the labor market for specialists of a certain profile and certain qualifications.

The prestige of the profession is determined by the level of qualification, the time spent on training for mastering the profession. Therefore, the choice of a profession is carried out already from the choice of a training system, the level of professional education. Thus, the high prestige of the professions of intellectual labor for certain strata of youth directs them to entering universities.

The prestige of the professions currently in demand on the labor market ensures the attractiveness of the corresponding faculties and specialties at the university; These specialties are guided by the most trained applicants who are able to pass competitive exams. The rest are forced, in their choice, to focus not on the prestige of the profession, but on higher education in general, thus pre-shaping the situation when subsequent plans are not connected (or almost not connected) with employment and career in the specialty received at the university. Consequently, social orientation in this case completely replaces the professional one.

So, the prestige of the profession and the university in the public mind is associated with the possibilities of professional growth, professional career, which on a personal level regulates the process of professional self-determination.

Interviews with students of various universities in St. Petersburg. The sample structure included students from various faculties receiving completely different specialties. The purpose of this study is the collection and analysis of data to determine the factors that influence the professional self-determination of students.

After analyzing the data of the questionnaire, we can draw the following conclusions. Today, almost all students are working students. The nature of their activities affects the value consciousness of students. Students with no practical experience are less oriented towards career and professional growth. The values \u200b\u200bof education and professionalism are more significant for those students whose work is related to the profile of the specialty they receive. If a student plans to work in a specialty, then it becomes an actual value for him. Otherwise, material values \u200b\u200bprevail. The specificity of professional self-determination at the student stage is that the choice of a future profession has already been made, but it remains incomplete, can be rethought in light of new experience and revised. In many respects, this depends on satisfaction with the choice made by the university and specialty already made, since the motivation for choosing a future job and professional plans largely depend on it. Half of the respondents are satisfied with the choice of university and profession. High satisfaction with the choice of profession and university is observed among economists, architects, and lawyers. This is largely due to the prestige and high pay in these professions. Satisfied with their choice, students often plan to work in their specialty. Among motivating values, the interesting nature of work prevails, status motivation - they value the prestige of the profession. Almost all respondents are characterized by the dominance of the motive of high earnings in future or present work. You can also note a certain egocentrism in the process of vocational guidance: a profession is needed in order to realize one’s potential, make a career, and have a good income. Students seek to benefit for themselves, and not give to people, society, and the state.

Ozhegov S.I. Dictionary of the Russian language. M., 1982. S. 239.

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