Section IX. Training and additional professional education of workers

What is the professional standard of a teacher? How can a civil servant receive additional professional education? How is training in additional education programs conducted?

Hi all! In touch, Alla Prosyukova, expert and author of publications in the online magazine “HeaterBober”.

Imagine the situation: you are a professional with extensive work experience who can handle complex and large-scale projects. However, more and more often you cannot shake the feeling that you do not have time to keep up with the times, you lack some professional skills and competencies. Is this a familiar state?!

Further. After school, you entered a financial institute, that’s what your parents wanted. Having successfully completed their studies, they began to work. And everything seems to be going as it should, but my old dream of becoming a kindergarten teacher still doesn’t let me go. Is this about you?

If yes, then the diagnosis is clear! We prescribe treatment - additional professional education. This is exactly what we will talk about in today’s article.

At the end of the publication there is a bonus: a useful video from professionals and ways to help you get new profession for free.

1. What is additional professional education and why is it necessary?

Additional vocational education (DPE) is becoming more and more in demand every year.

It is aimed at ensuring compliance of the employee’s qualifications and professional needs with modern life realities, the requirements of employers and the demands of the labor market. With its help, you will not only improve your professional skills and knowledge, but also get a new profession.

Additional education is provided by special programs. Such training is available to people with higher or secondary specialized education. DPO is also available to students still studying at a university or secondary specialized educational institution.

There are professional standards for a number of professions, for example, for additional education teachers. They spell out the basic requirements for a particular specialty.

If an employee does not fully comply with them, then he needs to undergo additional professional education. This will allow you to bring your qualifications to the required level.

Reasons for referral to additional vocational training:

• when appointing an employee to a new position on a competitive basis;
• inclusion on a competitive basis into the career reserve;
• based on certification results.

In all other cases, civil servants are trained on their own initiative and at their own expense.

2. What types of additional professional education are there?

Further education in the Russian Federation is regulated by the Law “On Education”. It presents a clear classification of such training by type.

There are 2 types of DPO:

• training;

Some experts identify a third type - internship. However, by the above-mentioned law, internship to separate species does not apply, but is considered as a practical component of advanced training and professional retraining.

Let's look at each type in more detail.

Type 1. Advanced training

So, advanced training is the updating of professional skills and competencies of specialists, increasing their professional level.

Example

New equipment arrived at the plant. Machine and equipment adjuster Boris Petrov is a master of his craft, but he has never encountered the latest generation of machines from this company. There are no specialists at the enterprise capable of carrying out their commissioning.

The management decided to send Boris for training at a specialized training center of the supplier company to improve his qualifications.

Advanced training is required in the following cases:

• it is necessary to “refresh” knowledge and skills after a long break from work (maternity leave, military service, long-term illness, etc.);
• extension job responsibilities, for the implementation of which the existing professional competencies are insufficient;
• cases of injuries in the workplace due to the fault of personnel have become more frequent;
• the employee wishes to increase his rank/category.

Type 2. Professional retraining

Now let's look at professional retraining.

Professional retraining- obtaining additional professional skills necessary for a new type of activity, position or obtaining another profession.

Let's consider a real-life case.

Example

Lyudmila Popova has been working as a nurse in the treatment room of one of the clinics in Kazan for 8 years. I like the job, but the salary leaves much to be desired.

The girl was always attracted to the work of a cosmetologist. After monitoring the salaries of these specialists, Lyudmila took evening retraining courses to obtain a new profession. After 5.5 months, Popova had a diploma in her hands, giving her the right to work as a cosmetologist.

Now Luda works in one of the Kazan salons and can’t get enough of it not only interesting work, but also a new salary. Judge for yourself: working as a nurse, she received an average of 11 thousand rubles, now Lyudmila the cosmetologist receives 40-50 thousand rubles!

Of course, these are only the most common reasons when this kind of work may be required. In practice there are many more of them.

3. How to get additional professional education - 5 simple steps

Training will be effective if it is organized correctly.

How to do this, read my step-by-step instructions.

Step 1. Choose an education program

All training programs are compiled taking into account existing professional and educational standards, as well as approved qualification requirements. They are mastered both continuously and step by step. The method is prescribed in the contract.

When choosing a program, pay attention to:

• its duration;
• form of training;
• cost of courses;
• type of document received upon completion;
• study schedule;
• availability of a license from the training company.

The quality of the additional education received and the ability to further achieve the learning goal depend on these factors.

Step 2.

There are several ways to apply, depending on the chosen form of training and the location of the training company.

If you have chosen a training center in the city of your residence, submit documents and fill out an application directly at the office. There you will be given all the necessary documentation.

In other cases, use the form posted on the training company’s website.

After receiving your application, the manager supervising the course will contact you. He will clarify the details and send detailed instructions and a receipt (invoice or details) to your email to pay for the training.

General list of documents for admission:

• passport;
• document on higher or secondary specialized education;
• employment history;
• document confirming the change of surname (if there was one);
• student ID or certificate from the dean's office (for students).

Find out the exact list at the training center. All documents are submitted in the form of certified copies.

The range of prices for additional professional education is very wide: from 3,500 rubles. and up to several hundred thousand rubles. The cost depends on the duration of training, the program, the prestige of the training company, etc.

Step 3. We undergo training

The order of training depends on the chosen form. If you receive additional education with a break from production, then all classes are conducted on the basis of the training organization according to a developed and approved schedule.

If you study on the job, the materials are located in a special educational environment on the website educational institution. Login and password are issued to each student personally.

The duration of training depends on its type.

Terms of additional education:

Step 4. Pass the exams

The training ends with a final certification. It is carried out in different forms.

Final test forms:

• oral exam;
• paperwork;
• testing.

The training organization chooses the certification form independently; the information is indicated in the program or contract.

Step 5. Get your diploma

Upon successful completion of the final certification, the student receives a certificate, if passed, or a diploma for professional retraining.

4. Where to get additional professional education - review of the TOP 3 companies

You just can’t decide on a training organization for further education? I will help you make a choice!

Check out my selection. It presents companies with an excellent reputation, highly qualified specialists and favorable conditions.

“Modern Scientific and Technological Academy” (SNTA) is a non-profit organization of additional education that has been providing advanced training and retraining services in various areas for more than 4 years.

Main services of the Academy:

• education;
• certification;
• occupational Safety and Health;
• SOUTH.

All programs are conducted using remote technologies. For this purpose, a special information and educational environment has been created in the educational institution.

CHTA has all the necessary permits:

• license;
• certificate of conformity;
• notification from the register of accredited organizations;
• conclusion of the Ministry of Emergency Situations of the Russian Federation.

2) Russian School of Management

In 2002, the Russian School of Management (RSU) was created in Moscow. Today the business school is one of the five leaders of Russian educational companies. During the existence of the business school, a permanent customer base from more than 500 different firms and enterprises. Some clients of RSHU: hypermarket of toys “Behemoth”, “Eldorado”, “Master Food”, “Komus”, “Nikon”, etc.

RSHU in numbers:

• representative offices in 12 Russian cities;
• training in 35 areas;
• 300 teaching consultants;
• 600 seminars and trainings;
• 12 thousand graduates annually.

High quality services, advanced teaching technologies, and the best teachers in Moscow are the distinctive features of studying at this business school.

3) TsPP TUSUR

"TUSUR" is a professional retraining center from Tomsk. Additional education is provided in several programs. Training at the center is conducted in 2 forms: full-time and distance learning. By agreement of the parties, an individual training plan is possible.

The most popular continuing education programs:

• anti-crisis education;
• tourism management;
• management of small and medium-sized businesses;
• service activities;
• financial and banking management;
• healthcare management;
• personnel Management.

The company has flexible pricing, various discounts and promotions. The table shows basic tuition rates.

Cost of training at TSUUR Center:

5. How to learn an additional profession for free - 4 working methods

To get a new profession inexpensively and with maximum comfort, and even better - for free, you need to know how to do it.

In this article I will talk about some of them.

Method 1. Educate yourself

“Any real education is achieved only through self-education”- noted the famous Russian book scholar and writer N.A. Rubakin. This is fully true for additional vocational education.

A properly organized process is a guarantee of results. I recommend professional self-education in several ways.

Methods of professional self-education:

• read specialized literature in the area of ​​your professional interests;
• attend free online classes and webinars taught by experts;
• do not ignore participation in professional communities and associations;
• do not miss conferences and seminars, they are often held by training companies for advertising purposes completely free of charge;
• Learn from your colleagues’ experience and offer your help. This way you can learn new skills without spending any money.

Remember: such an integrated approach will give the desired result only with high self-discipline and initiative.

Method 2. Study online

On the Internet, like in Greece, everything is available! This includes free vocational training. Teachers and accountants, cosmetologists and social network administrators can improve their skills without spending their hard earned money.

Courses on YouTube, master classes, freely accessible electronic libraries - all this will help you! There are many educational institutions that teach for free, and some of them even issue certificates.

A selection of offers for free distance learning:

Choose the right ones! And forward - to improving your professional skills or acquiring a new profession!

Method 3: Use charitable training

There is also the possibility of free additional education, such as charitable training. This format consists of seminars, conferences, courses conducted large companies. For example, Audex.

Such events are freely accessible. Keep an eye out for similar announcements to be among the first to sign up.

Method 4. Take advantage of benefits for additional education

If you are entitled to them, be sure to exercise your right.

In conclusion, I would like to note: obtaining a new profession in the ways that I have described is not possible in all cases. So, for example, you cannot become a surgeon, but you can become a web designer or copywriter.

In the video you will find a lot of additional useful information.

6. Conclusion

Summarize! Additional professional education is advanced training and professional retraining. The type of training should be chosen based on its purpose.

If it is necessary to improve professional skills, increase the level, then we go to improve our qualifications. If you want to change your profession, then retraining is a suitable option.

Question for readers

How do you feel about additional professional education? Would you like to get another specialty?

Learn, develop, don't stop there! I wish you success! Leave feedback on the article! Comment and share with your friends on social networks!

MINISTRY OF AGRICULTURE OF THE RUSSIAN FEDERATION

FEDERAL STATE BUDGET EDUCATIONAL INSTITUTION OF HIGHER PROFESSIONAL EDUCATION

IZHEVSK STATE AGRICULTURAL ACADEMY

Faculty of Continuing Professional Education

Test

in the discipline: "Human Resource Management"

Checked by: Barbakova S.I.

Completed by: 2nd year student

Potorochina A.A.

(profile - "Organization Management", gr. 1, code 1106021)

Izhevsk 2013

Bibliography

First question. Professional training of employees at the enterprise. Coaching, mentoring, etc.

Professional training of employees is necessary in every company, regardless of its field of activity and form of ownership. Moreover, effective professional development of employees cannot be ensured formally by introducing standard, mandatory measures by order from above. Determining training needs, constant targeted training of employees, organizing interaction with HR and internal trainers are everyone’s responsibilities line manager.

Professional education- this is a process of purposeful formation of special knowledge among employees, the development of the required skills and abilities that allow increasing labor productivity, performing functional duties with the highest possible quality, and mastering new types of activities. The chosen areas of personnel training must first of all correspond to the strategic and operational goals of the company. Training programs should be drawn up on the basis of studying the quality of personnel and taking into account the tasks of both the long-term development of the company as a whole and its individual structural divisions.

Professional training of personnel is necessary in various situations:

· when hiring new employees (“young fighter course”);

· when transferring employees to other positions;

· when enrolling employees in the personnel reserve;

· when introducing new equipment and new technologies into the company;

· in order to increase the competitiveness of the company;

· to increase worker productivity;

· for employees to master new areas of activity.

When organizing an effective vocational training personnel need to consistently implement a number of tasks:

· identify training needs;

· select appropriate methods;

· to train;

· evaluate its effectiveness.

Identifying training needs

It is very important to understand what kind of training your employees need at the moment. To determine training needs and plan it correctly, technologies such as task analysis (tsk nlysis) And performance analysis (performnce nlysis).

It is necessary to analyze the tasks facing the employee in order to determine the required level of development of professional competencies and quality of performance, that is, to understand how it “should be.” When analyzing tasks, the job profile is studied, job descriptions and documents on work planning in the department.

Analysis of execution helps to determine the real state of affairs, including identifying shortcomings, that is, to understand how “this actually happens.” When analyzing activities, the following methods can be used: observation, conversation with an employee, professional and psychological testing, questioning; conducting focus groups; assessment of professional activity or certification.

When analyzing execution, it is necessary to obtain answers to the following questions:

· Does the employee encounter problems performing their job?

· What indicates that problems exist?

· What causes the problems, and how does the employee react to them?

· What should an employee (group of employees) do to solve problems?

· What alternatives exist for solving problems?

· How effective are the existing methods of solving problems, and can they be optimized?

· Will the employee be able to do this?

· Will employee training help solve the problem?

The analysis of tasks and analysis of execution allow us to see the difference between the required and existing levels of development of professional competencies. This makes it possible to “target” determine the need for training.

The line manager of this department can most accurately identify the need for training of employees of a structural unit. At the same time, he must work closely with the HR manager.

The activities of a newbie, compared to experienced “old-timers,” need more control. In relation to him, the manager gives more orders than delegates authority to complete tasks. The longer an employee works in a company, the more he learns and, as a result, delegation becomes optimal (the process of “growing up” of an employee is depicted in Fig. 1).

Even if an employee has worked in the company for several years, you should still not forget about monitoring his activities. What then to control? As in all cases when we talk about business, there are, of course, quantitative indicators. Is it worth it to control the process of completing the task itself? And how exactly? The answer here is quite simple: you need to determine the degree of qualification (knowledge and skills) and the degree of motivation of the employee to complete the assigned tasks. Similar answers can be obtained during certification using methods such as “360”, personal interviews, case assignments, observation of employees’ work on the sales floor or in other fields, etc. Having these indicators, we can conclude: the higher the qualifications and internal motivation of the employee, the less control over the process of completing tasks and vice versa (Fig. 2).

The results of activities must always be monitored, otherwise it will not be a business at all, but a public organization. Thus, the goal of personnel management in any company is comprehensive development employees (resulting in increased motivation and qualifications), reduced control over the work process and delegation of responsibility for the timely and effective completion of tasks. This, in turn, allows the manager’s time and attention to be transferred to the implementation of strategic tasks.

Selection of teaching methods

Once training needs have been identified, it is necessary to clearly formulate vocational training goals: what exactly do we want to train our employees. Next, you need to choose the most effective methods of professional training. Let's look at the most common of them.

Training- group form of training (12-16 people). Mainly aimed at developing skills and mastering new work technologies. The average training duration is two to three days. The main techniques used in its implementation: exercises, role-playing games, mini-lectures, work in small groups, brainstorming, case analysis (situational analysis), exchange of experience, etc.

Seminar- group training (up to 100 people participate). Mainly aimed at transferring new knowledge. Duration on average is from half a day to three. The main methods used during seminars: lectures and answers to questions.

Mentoring (coaching) - individual on-the-job training (directly during implementation) functional responsibilities). The duration of such training most often coincides with the duration of the probationary period. The mentor is appointed from among experienced and professionally successful employees, and may also be the immediate supervisor. An important nuance: to ensure the effectiveness of this form of training, the mentor must be well prepared and motivated.

Experienced managers often use mentoring and coaching in conjunction, while not clearly distinguishing between the concepts themselves. However, it should be understood that coaching and mentoring are two different approaches to training and staff development, both from a methodological and practical point of view. So, for example, the use of mentoring for experienced employees “plays against the company,” i.e. does not bring any benefit, and sometimes even harms new achievements and results of employees.

Mentoring is the main tool when working with newcomers or trainees; the purpose of its use is to improve the skills of employees to the level accepted as the standard in the company. Essentially, it is the transfer of knowledge about how the store operates; what group of products is represented; what constitutes a disciplinary violation; what kind of attitude needs to be demonstrated to clients; what is included in the service standards, etc.

As a rule, mentors are employees who have the necessary experience in a particular organization. But in retail chains, it may be difficult to appoint an experienced salesperson as a mentor if this work is not taken into account in his individual payment system (in practice, the salesperson's main income often depends directly on sales). That is, an employee will take on the responsibilities of a mentor in the case when he clearly understands: “if my trainee achieves good results by the end of the probationary period, I will receive such and such a bonus”; “if the successes are insignificant, but he continues to work in the company, a smaller bonus”; “If the company decides to part with the intern, but this is not related to the mentor’s work, I receive a minimum bonus.”

Mentoring - custom uniform development and training. Can be carried out both in the workplace and outside it. The mentor, as it were, “patronizes” the mentee, gives his “protégé” advice and provides practical assistance. The meaning of the concept of “mentoring” is broader than that of “coaching”. When coaching, they concentrate on the development of skills or competencies, while mentoring is associated with the transfer of not only objective knowledge, but also individual methods of activity, subjective views, and personal attitudes to life (business). The immediate supervisor cannot act as a mentor; it can only be a representative of senior management or an external consultant.

Rotation- movement of employees from one workplace to another within one structural unit or within the entire company. Rotation allows you to solve several important problems simultaneously:

· stimulate the activities of employees by providing them with the opportunity for horizontal movement, promoting the growth of professionalism;

· ensure the interchangeability of employees in the department;

· improve the skills of workers.

When choosing a training method for your employees, you need to consider your goals and objectives, as well as the resources available.

Conducting training

Once training needs have been identified, its goals and objectives have been formulated, and methods have been determined, you can proceed to the next stage - the actual organization and conduct of employee training. Depending on the size of the company, availability of resources and time constraints, training can be carried out as internal forces companies (direct manager, experienced employee, HR manager, internal trainer, etc.), and with the involvement of external contractors - training and consulting companies or freelancers (independent trainers and consultants).

When organizing and conducting professional training, it is very important to be guided by the following basic principles:

· The topic of training should be directly related to the professional activities of the participants, be important and relevant to them.

· Employees need to actively participate in the learning process, and to do this they must be motivated to acquire new skills and knowledge.

· Information that is completely new to participants should be “reinforced” through repetition, practice in exercises, when preparing and conducting presentations, etc.

· Participants must continually provide feedback, for example, include professional competitions in the learning process, sum up, make summaries at each individual stage of training, etc.

Research has shown that 60% of the effectiveness of training depends on proper preparation (identifying needs, clearly setting goals, choosing an up-to-date training program, attracting the right trainer or consultant); 20% - from the professionalism of the trainer and 20% - from the “involvement”, motivation and desire of the students themselves. Training cannot be effective if employees view it only as an opportunity to take their minds off work and have fun (especially if the training takes place outside); demonstrate your knowledge of the stated topic; sit in a corner or, on the contrary, attract attention to yourself. With such an attitude towards learning, a person will not only be unable to take advantage of new information, learn the material and practice skills, but will also distract colleagues. The presence of such “vacationers” in a group can cause a “chain reaction” of shutdowns. In this case, there is no need to talk at all about the effectiveness of the training provided and, even more so, about the improvement of knowledge and skills (and, consequently, about the justification of investments). Therefore, a very important task of the line manager and HR manager is to form a positive attitude of employees towards the planned training, setting them up for productive activities.

Second question. Forms of employment of workers

The practical need for population accounting necessitates the identification of types (structure) of employment, distribution of the active part labor resources by spheres and sectors of the economy.

Also distinguished various shapes employment - organizational and legal methods, conditions of employment. Let us characterize individual forms of employment.

Based on the method of participation in social labor, employment can be divided into hired employment and self-employment.

Employment for hire is the relationship that arises between the owners of the means of production and workers who do not have the means of production and sell their labor power in exchange for a certain value in the form wages.

According to working hours, it is customary to distinguish full-time employment and part-time employment. Full-time employment is based on a regulated full-time work schedule, which is currently 40 hours per week.

By regularity labor activity employment is divided into permanent, temporary, seasonal and casual. Permanent (regular) employment implies that the employee must work a certain number of hours every week, less often - every month; temporary employment has two types: employment for a certain period (fixed term of the employment contract) and travel employment (through the intermediary of certain companies); seasonal employment involves working during a certain season, and, finally, casual employment means performing short-term work of various types in order to receive material remuneration without concluding an employment contract.

Based on the legitimacy of employment, employment is divided into formal and informal. Formal employment is employment registered in the formal economy. Informal employment is employment that is not registered in the official economy, and whose source of jobs is the informal sector of the economy and its individual types.

According to the conditions of the organization of labor processes, employment is divided into standard and non-standard. This division is based on the specifics of the organization of the labor process, which takes various forms. Standard (typical) employment is employment that involves the permanent work of an employee for one employer in his production premises at a standard workload throughout the day, week, or year. Non-standard (flexible) employment goes beyond this framework and includes the following forms:

employment associated with non-standard working hours, such as a flexible working year, compressed working week, flexible working hours, etc.;

employment related to social status workers: independent workers, family members helping them;

employment in jobs with non-standard jobs and labor organization: home work, “on-call workers,” rotational and expeditionary employment;

employment in non-standard organizational forms: temporary workers, part-time work.

Employment is the activity of citizens related to the satisfaction of personal and social needs, which does not contradict the legislation of the Russian Federation and, as a rule, brings them earnings, labor income.

In accordance with the Employment Law, three signs of employment can be distinguished:) the presence of labor and socially useful activities;

b) the legality of this activity;

c) as a rule, the presence of income, although there may not be income, for example, for a university student studying full-time. Citizens have the exclusive right to dispose of their abilities for productive, creative work, therefore employment can be expressed in various types of activities.

Types of employment show where a citizen is employed, that is, they indicate the form of application of citizens’ labor.

According to the employment law, the following citizens are considered employed:

1) those working under an employment contract, including those performing work for remuneration on a full-time or part-time basis, as well as those who have other paid work (service), including seasonal ones, temporary work, with the exception of public works;

) engaged in entrepreneurial activities, registered as an individual entrepreneur;

) those employed in auxiliary industries and selling products under contracts;

) performing work under civil law contracts, the subject of which is the performance of work and provision of services, including under contracts concluded with individual entrepreneurs, as well as work under copyright contracts;

) who are members of production cooperatives (artels);

) elected, appointed or approved for a paid position;

) undergoing military service, alternative civilian service, as well as service in internal affairs bodies, institutions and bodies of the criminal correctional system;

) undergoing full-time courses in general education institutions, institutions of primary vocational, secondary vocational and higher vocational education and other educational institutions, including training in the direction of the federal state employment service;

) temporarily absent from the workplace due to disability, vacation, retraining, advanced training, suspension of production caused by a strike, conscription for military training, involvement in events related to preparation for military service, alternative civil service, performance of other government duties or other good reasons;

) who are founders (participants) of organizations, with the exception of founders (participants) of public and religious organizations (associations), charitable and other foundations, associations legal entities(associations and unions) that do not have property rights in relation to these organizations.

Based on this, it can be distinguished two kinds employment:

) employment as work activity;

) employment as a socially useful activity.

Labor activity refers to work under an employment contract, under a civil law contract, activity under copyright contracts, this can also include entrepreneurial activity, service in the internal affairs bodies and in the armed forces. Socially useful activities, both income-generating and non-income-generating, include training in general education and vocational educational institutions; child care while women are on maternity leave; a period of absence from work due to conscription for military training or involvement in activities related to preparation for military service.

The employment security form shows by what means the state employment service helps an unemployed citizen acquire the status of an employed person.

The main forms of employment are:

1. Information about the labor market, that is, the employment service provides each unemployed person with information about the possibility of employment in his or her specialty, and about the dynamics of the labor market.

Free search suitable job.

Providing opportunities for advanced training, retraining or acquiring a new profession.

Employment while away, that is, the provision of a workplace in another locality with compensation for moving expenses, which contributes to the territorial redistribution of labor.

Youth practice, that is, employment of professional graduates educational institutions who cannot find a job with partial coverage of the employer’s wage costs through special funds.

Conducting job fairs to provide temporary employment for teenagers.

Involvement in community service.

Job quotas, that is, the establishment of a norm for the mandatory hiring of citizens in need of increased social protection, for example, people with disabilities. Quotas make it possible to provide employment to socially vulnerable categories of citizens. A quota is a minimum number of jobs, established as a percentage of the average number of employees of organizations and institutions, for the employment of certain categories of citizens who are especially in need of social protection and have difficulty finding work, whom the employer is obliged to employ in this organization, including the number of workers places where citizens of the specified category are already working.

vocational training staff employment

9. Support for entrepreneurship and self-employment of citizens - employment service bodies provide the opportunity to gain knowledge about the basics of entrepreneurial activity.

Job support, that is, the employer can enter into an agreement with the employment service that it does not produce mass layoffs for a certain period of time, and the state, on a refundable or non-refundable basis, provides benefits to employees on forced leave without pay at the expense of funds state fund employment. This form stimulates hidden unemployment and is negative.

Depending on the content of the main directions of state policy in the field of employment, two types can be distinguished:

) active state policy in the field of employment;

) passive state policy in the field of employment.

An active policy is characterized by the presence of forms of employment provision aimed at quickly finding work, as well as retraining and vocational training of the unemployed, that is, the state establishes additional incentives for those who are trying to get a job.

Bibliography

1.Labor market: textbook, ed. Prof. V.S. Bulanova and prof. ON THE. Volgina. - M.: "Exam", 2000.

2.Adamchuk V.V., Tomashov O.V., Sorokina M.E. Economics and sociology of labor. M.: Binom - Press, 2005

3.Socio-economic statistics: textbook for universities, under. ed. B.I. Bashkatova 2002

4.

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After graduating from an educational institution, the graduate expects to never sit down at a desk again. However, the realities modern economy are such that additional professional education is a necessity in almost any field of activity. A young specialist wants to climb the career ladder; to do this, he needs to learn new things, master related specialties and hone his existing skills.

The essence of additional education

Modern technologies and work methods are constantly updated, new production methods are developed, and management approaches are improved. Specialists must constantly acquire new knowledge and skills in order to be in demand in the labor market.

The majority of workers employed in hazardous industries who are responsible for the life and health of other people working with modern technologies regularly receive additional professional education. allowing you to keep up with the times. It can be in the form of self-education, or in the form of various courses, schools, seminars and trainings.

Additional professional education is a continuous process that allows you to obtain up-to-date information related to professional, managerial and production activities.

Educational institution of additional professional education

Employees interested in the future regularly improve their skills, try to learn new things and keep abreast of changes in production methods and technologies. You can educate yourself using special publications and electronic resources. However, official advanced training with a certificate can only be completed in specialized institutions.

Among them are:

• Institute of Additional Professional Education. The educational institution is entirely aimed at postgraduate education. Most often they are divided by activity profile - for educators, for civil servants, for medical workers, etc.
• Faculty at a university engaged in training and retraining of specialists. Often provides services to its own graduates.
• The Center for Continuing Professional Education is a state or non-state educational institution that provides the opportunity to both acquire a new profession and improve qualifications. Often located at employment centers.
• A production unit at an enterprise that trains and improves the skills of its employees.

The Institute provides services not only to graduates and specialists, but also to those wishing to acquire a second or related profession, not necessarily on the basis of a higher or secondary specialized diploma.

Additional professional education programs

Depending on the type of training, additional professional education programs are selected. They differ in a variety of ways:

Regardless of the type of training, the continuing education program must meet the requirements of a specific profession or area of ​​activity.

Options for further education

When thinking about advanced training, it is necessary to resolve the issue of organizing additional professional education. This will determine the options for restructuring the work process, taking into account departing employees.

The following options are available:

• with or without interruption from production. Typically, such options are chosen by employees for whom professional training is mandatory.
• Obtaining additional or related education. Suitable for workers in small industries and due to the need to combine several positions.
• Retraining is associated with obtaining additional education and the need to change the direction of professional activity. It can be either on the basis of higher or secondary specialized education.

Any of the selected options can be full-time, part-time or remote. Students are provided with the one that most fully meets their needs and capabilities.

The difference between additional education and other forms of postgraduate education

Additional vocational education is one of the options for postgraduate training. This method of advanced training is typical for workers who want to learn new secrets in their chosen field of activity.

Its main difference from other types of postgraduate education is voluntariness. Advanced training is often mandatory for many specialists. Obtaining additional education in addition to an existing diploma allows you to successfully compete in the labor market, offering much more professional services.

Guarantees for employees undergoing additional training

Laws and other regulatory documents provide certain guarantees to employees receiving additional professional education. First of all, it is maintaining a job while studying away from work. In addition, not only the position is retained, but also the average salary. Of course, no one can oblige the employer to pay bonuses and bonuses, but the basic salary for the entire period of study is required to be paid.

If an employee is sent to another location for additional training, the employer is obliged to pay. This includes travel to and from the place of study if it is located outside settlement main job. In addition, expenses for hotel accommodation and, in some cases, food are reimbursed.

for additional employee training

For a certain category of specialists, regular advanced training is mandatory. Additional professional education of workers in these categories is the responsibility of the employer. It is he who must provide all the necessary conditions.

• Medical workers - senior and nursing staff.
• Pedagogical workers - teachers, university professors and teachers of preschool educational institutions.
• Civil servants.
• Workers associated with dangerous and special working conditions.

Upon completion of training, they are presented with an identification document, which serves as justification for the provision of compensation.

In cases where the law does not provide for mandatory additional training, the employer himself decides on the need and frequency of courses for his employees. Usually this issue is enshrined in local regulatory documents, for example, a charter or a collective labor agreement.

Advanced training is carried out for specialists at least once every five years. Most often, the employer organizes mass training for its employees. It is important to remember that study time is paid, even if it falls on a weekend or holidays. Specialists can undergo additional professional training on their own initiative and in their free time. In this case, the employer is not obliged to pay for working time spent on study.

Future career options for workers who have received additional education

Exists important question, which worries specialists who have been sent or have decided to independently receive additional education. What's next? What are the options for career advancement and how will the value of such an employee increase?

Additional education in itself does not guarantee a rapid career rise. However, this provides a platform for more quick start, empowerment and new knowledge. All this will have a positive effect on your future work activity.

According to the Labor Code Russian Federation employees have the right to vocational training and additional vocational education.

Advanced training at an enterprise is an almost continuous process, which can consist of both new concepts, for example the concept of a “training enterprise”, and standard approaches, such as various seminars, training at institutes, advanced training of senior personnel or retraining of workers. Egorshin A.P. Personnel management: Textbook for universities, 3rd edition, N. Novgorod. NIMB, 2001, p. 185.

Worker qualifications in modern conditions characterized by such features as deep general educational technical and professional knowledge, skill and professional mobility. The level of development of the workforce is directly related to changes and improvements in the technical basis of production. Scientific and technical progress in modern conditions, it affects the entire system of production forces, affecting primarily man as the main productive force of society with his ability to work, create material wealth, changing the content and conditions of labor activity, the place of man in production.

Technological progress gives rise to new industries and deepens the specialization of production. This causes the emergence of new professions and specialties and at the same time leads to the disappearance of professions associated with a dying type of production and labor.

Intensification with the use of robots, automated machine systems, electronic and microprocessor technology changes the functional content of labor. All higher value in automated production, they acquire more complex functions with increased costs of mental energy (calculation, control, management, maintenance of machines and monitoring their operation). All this leads to a change in the professional and qualification composition of workers. legal professional training staff

Also in conditions modern production the importance of the psychological factor of the workforce, the intellectual activity of the worker, the growth of his production and general culture, ability to perceive and process scientific information. In turn, the growth of the cultural and technical level of workers is one of the most important conditions ensuring the progressive process of society. The influence of vocational training of workers on the economic growth is that workers who have the necessary amount of knowledge, skills and abilities provide higher productivity and quality of labor when rational use material resources. Vlasenko V. Labor law for personnel officers. Personnel No. 9. 2008, p. 11.

Another important point is the characteristic feature of modern production, the use of computers, which requires further improvement in the training of personnel to master this technology. Moreover, an important problem is the need to find and use new forms and methods of training personnel to work with the latest technology, the development of which is essential for increasing production efficiency. In this regard, the process of training workers itself is changing. A holistic system of personnel training that ensures the reproduction of a qualified workforce in accordance with the needs of production development and its constant technical renewal must be designed to influence each employee throughout his entire work activity. Each stage of training is designed to be a continuation of the previous one and to the greatest extent meet both the abilities and capabilities of the employee and the needs of production.

Personnel training is the main way to obtain professional education. This is a purposefully organized, systematically and systematically carried out process of mastering knowledge, abilities, skills and communication abilities under the guidance of experienced teachers, mentors, specialists, managers, etc. Organizational personnel management: Textbook, ed. AND I. Kibanova - 3rd edition, expanded and revised. M.: INFRA-M, 2006, p. 346.

The current labor legislation provides for the following forms of training for enterprise employees: vocational training and additional vocational education. Vesenin V.R. Personnel Management. Theory and practice: Textbook. M.: Prospekt. 2007, p. 138.

In connection with the entry into force in 2012 of the Law on Education, the concepts of vocational training, retraining and advanced training were replaced by vocational training and additional vocational education, the concept of profession (specialty) was replaced by qualifications.

Vocational training is a type of education that is aimed at students acquiring knowledge, abilities, skills and the formation of competencies necessary to perform certain labor and official functions (certain types of labor, official activities, professions). Organizational personnel management: Textbook, ed. AND I. Kibanova. - 3rd edition expanded and revised. M.: INFRA-M, 2006, p. 254.

Training is a purposefully organized, systematically and systematically carried out process of mastering knowledge, abilities, skills and methods of learning under the guidance of experienced teachers, mentors, specialists, and managers.

Based on the degree of organization of the training process, organized and unorganized forms of personnel training are distinguished.

The subject of training is knowledge, abilities, skills, and methods of communication.

To carry out personnel training, the HR manager determines the following sequence of training stages:

• - description and analysis of employee work.
• - identification of training needs.
• - formation of the training budget.
• - determination of learning goals.
• - determination of criteria for assessing learning outcomes.
• - determination of the content of training programs.
• - education.
• - assessment of training effectiveness.

Depending on the content of training activities, lectures, seminars, internships, training in the professional field, behavior training, and problem-oriented training are distinguished.

On-the-job training methods include mentoring, counseling, and demonstration of work techniques.

Additional professional education of workers released in organizations as a result of the development of the scientific and technical process is carried out taking into account their desires and production needs. Workers are trained in second professions to expand their production profile. It has important to increase labor productivity through the interchangeability of workers and the combination of functions and professions. The types of forms of retraining and training in second professions are the same as when training workers for new professions. Each level of education has its own curriculum. Forms of advanced training include business trips and excursions to related enterprises to get acquainted with the experience of innovators of production processes, scientific and practical conferences, meetings and the organization of exhibitions of best practices, etc. All employees, both those who received professional training for the first time and those who have completed production and technical advanced courses qualifications and pass qualifying exams. They consist of performing trial work to test knowledge within the requirements of qualification characteristics and training programs. Trial work is carried out during the last two weeks of worker training according to the work order issued by the site manager. The exam is considered passed if the trial work is completed in accordance with the technical documentation and the examinee has demonstrated mastery of the theoretical knowledge provided for in the qualification reference book for a given profession or specialty. The results of qualifying exams and the commission’s decision to assign qualification categories are recorded in a protocol, which is signed by the chairman and members of the commission. Based on the protocol, the student is issued a uniform certificate or a special certificate of the established form. Assigned ranks are entered in the established order in work books. According to Art. 196 of the Labor Code of the Russian Federation, the employer determines the need for additional professional training for its own needs. The employer provides vocational training to employees in organizations, and, if necessary, in educational institutions of primary, secondary and higher vocational and additional education on the terms and in the manner determined by the collective agreement, agreement, employment contract; taking into account the opinion of the elected body of the primary trade union organization. The employer must create the necessary conditions for employees to combine work with vocational training. Vocational guidance is the most important component of the existing state standards of higher, secondary and primary vocational education in the country.

Chapter 26 of the Labor Code of the Russian Federation sets out guarantees and compensation for employees who combine work with training.

The main task of vocational guidance is to promptly discover the professional interests of students and guide them towards right choice their profession and subsequent improvement of skills and qualifications. For this purpose, it is advisable to use a step-by-step system of vocational guidance and preparation of students for work:

• - preparation for choosing a profession (core and pre-core classes);
• - direct choice of profession;
• - preparation for work;
• - skilled labor activity;
• - comprehensive development of professional skills of personnel at enterprises and organizations.

Thus, vocational guidance should interact with the selection and placement of personnel in the enterprise. In turn, the selection of personnel of all categories must be made at each enterprise on the basis of pre-formulated qualification requirements for a specialist in the corresponding production or functional unit. There are two possible sources of personnel selection: internal and external.

Internal - use of available labor resources.

External - attracting personnel from outside.

For this purpose, a professional training program for personnel is being drawn up.

In all countries with market economy The most common form of training for the vast majority of workers is apprenticeship. In Germany, the institution of apprenticeship is widespread in all sectors of the economy for more than half of those wishing to receive vocational training in the relevant age groups at the companies themselves. Moreover, half of the training is done at the expense of the companies, and the other half is paid for by the students. Training workers directly in production is the most widespread form of mastering new professions, satisfying more than 80% of the workforce demand in Russia. Depending on the content and accepted form Organization of the learning process There are several types of professional training of workers at enterprises: individual, team, group. Individual - attaching a student to a highly qualified worker - mentor. The team form of training involves the inclusion of students in a production team, in which, under the guidance of a foreman, young workers develop professional qualifications. The most effective is the group form of training for young workers, used at advanced enterprises that have their own training workshops and plants. Group training courses are organized for mastering second and related professions, advanced training, mastering advanced working methods, studying foreign experience, etc.

Forms of advanced training for managers, specialists and employees are:

• - independent study;
• - advanced training during the study process;
• - advanced training in special educational institutions.

Independent study allows you to increase your knowledge, improve your skills, and analyze your own mistakes and achievements. Advanced training in the process of work contributes to the replenishment of practical knowledge and production experience. In practice, many varieties of this form are used: internship, in a specific position; change of duty station without changing position; inclusion of new functions in the employee’s duties; periodic distribution of responsibilities between individual employees; performing emergency and particularly important tasks; participation in scientific and practical conferences and inspections in lower organizations.

Varieties such as election to government bodies authorities, public organizations, academic councils of institutes; participation in state examination commissions of higher educational institutions; attracting participation and holding scientific and practical conferences. Advanced training in special educational institutions is the most effective form. Such educational institutions include:

• - institutes for advanced training of managers and specialists;
• - faculties for advanced training of managers, specialists and employees at higher educational institutions;
• - refresher courses.

From the date of entry into force of the Federal Law “On Education in the Russian Federation”, regulatory legal acts of the President of the Russian Federation, the Government of the Russian Federation, federal executive authorities, bodies state power subjects of the Russian Federation, local government bodies, regulating relations in the field of education, will be applied insofar as they do not contradict it or other regulatory legal acts of the Russian Federation issued in accordance with it. Subordinate regulatory legal acts issued before the entry into force of the Federal Law “On Education in the Russian Federation” on issues that, in accordance with it, can only be regulated federal laws, are valid until the date of entry into force of the relevant federal laws.

The new law on education differs quite significantly from the old one. The provisions of the RF Law “On Education” concerned mainly managerial and financial-economic relations in the field of education. The Federal Law “On Education in the Russian Federation” regulates not only these relations, but also the content of education (including establishing requirements for educational programs and standards), and also regulates in more detail the rights and responsibilities of participants in the educational process.

In general, the rights and guarantees that were provided to citizens by the old law are preserved and even expanded by the new law. The Federal Law “On Education in the Russian Federation” does not guarantee a limitation on the amount of such fees, which theoretically (if the founder makes such a decision) could lead to its increase.

The Federal Law “On Education in the Russian Federation” makes changes to the legal terminology of Russian law. Firstly, he introduces clear definitions of frequently used terms and concepts: “education”, “upbringing”, “training”, “level of education”, “qualification”, “ syllabus", "practice", "direction (profile) of education" and so on. Secondly, he changes the term “educational institution”, which has long ceased to be adequate, to the term “educational organization”. The Law of the Russian Federation “On Education” allowed educational activities any non-profit organizations, but called them all educational institutions. As a result, in relation to autonomous non-profit organizations, foundations and the like, it was necessary to decide each time whether this regulatory regulation was applicable to them, whether it contradicted their organizational and legal form.

In accordance with the new law, education in the Russian Federation is divided into general education, vocational education, additional education and vocational training.

Additional education in the Federal Law “On Education in the Russian Federation” is regulated based on the concept of lifelong education and includes three subtypes:

• - additional education for children;
• - additional adult education;
• - additional professional education.

Vocational training institutes are created by one or more ministries, departments, and concerns. Faculty of advanced training at universities are organized by educational institutions themselves with the assistance of organizations and institutions. Advanced training courses are organized at institutions and organizations, universities and colleges. The duration of training at advanced training institutes is from 1 month to 6 months, at faculties and courses - up to one and 3 months. It is recommended to improve the qualifications of every manager, specialist and employee once every three to five years. Planning of additional professional education is carried out by organizations and institutions themselves. The structure of the educational process includes lectures, practical, seminar and laboratory classes, independent work above specific tasks using computers, etc. Discussions, exchange of production situations, and business games are organized during the classes. Many approaches to training and advanced training of managers and specialists in the Russian Federation are being tried to be based on Western theories and experience, without taking into account environment and local conditions, there is little success from this. That is why it is necessary to develop a program taking into account the advanced achievements of Russian and Western educational institutions, adapting their content to the conditions of Russia.