Кадровые предпочтения работодателей и требования к уровню подготовки молодых специалистов

The development of human resources in the public sector is inseparable from the application of “social man” hypothesis theory. At this stage, there are still many problems in the development, management, and use of human resources in the public sector. Especially in the development and use of human resources in the public sector, there are still outstanding problems such as incomplete development and inappropriate use. Apply the “social man” hypothesis theory, scientifically develop human resources in the public sector, achieve “personal and post-fit” in the introduction and selection of talents, achieve “all-round development” in the cultivation of talents, and in the management education of talents do a good job of “equal attention to grace and power”.

The aim of this paper is to identify and discuss the significant of digital competency needed for employability, on young professional in Malaysia. What is expected by the employer when they enter the labor market? Design/methodology/approach – The study used qualitative design. Focus group discussions were used to collect data from young graduates who able to secure job right or within 6 months after graduate. Data collected were analysed using thematic categorization. Results were presented using descriptive and narrative form. An inductive approach used to understand and analyse the ability of being employed. Round-table talk are the primary sources for this paper. Findings –. The study identifies key digital competencies that contribute to the employability of young professionals in Malaysia. These include digital academic knowledge, digital communication, digital problem-solving, and digital work experience. Among these, digital work experience appears to be of higher priority, playing a critical role in the successful employment of Social Sciences graduates in Malaysia. Practical implications – The findings of this study provide valuable insights for higher education institutions in developing professional development plans aimed at equipping students with the necessary digital skills. The study underscores the importance of adopting the right competencies within university curricula to align with industry demands. Furthermore, it highlights the need for the redesign of relevant courses to enhance graduates' performance and maintain their competitiveness in the labor market. Originality/value – This paper is to identify the comprehensive of digital competency expectations of young professionals of Social Sciences in Malaysia. At the same time, it identifies differences in the competency expectations by the employer and competency possessed by the young professionals. Research limitations/implications – The empirical part of the study was limited to the Social Sciences young professionals in Malaysia. A similar study covering all sectors of the national economy will offer a complete on the skills needs for various field and its preparedness to contribute in the emerging digital economy. Novelty:- This study provides original insights into how young professionals perceive and apply digital competencies within their early career experiences. It contributes to the ongoing discussion on digital employability by presenting qualitative evidence from Malaysian Social Sciences graduate.

В статье представлены результаты исследования особенностей функционирования и тенденций развития молодежного сегмента рынка труда и трудоустройства выпускников высших учебных заведений, студентов и молодых специалистов. Выявлены причины и факторы, влияющие на сложившуюся негативную ситуацию и низкую конкурентоспособность студентов и выпускников на рынке труда. Отмечено, что ситуация на молодежном рынке труда, несмотря на то что молодежь является необходимым и важным компонентом рынка труда, остается напряженной. Численность нетрудоустроенной молодежи увеличивается. Это связано как с отсутствием практического опыта у выпускников, так и несоответствием качества и структуры подготовки выпускников высших учебных заведений требованиям современной экономики. Проведен анализ ситуации с трудоустройством выпускников в Тюменском государственном университете по ряду направлений подготовки, результаты которого подтвердили существующую тенденцию в целом по стране. Перечислены реализуемые в университете программы и мероприятия, направленные на содействие трудоустройству студентов и выпускников и их адаптации к рынку труда. Предложены возможные направления улучшения ситуации и решения проблем трудоустройства с учетом существующей успешной практики. Отмечено, что их успешная реализация возможна при условии эффективно- го взаимодействия ключевых заинтересованных сторон и создания благоприятных условий для профессиональной реализации молодежи The article presents the results of the study of the features of functioning and trends in the development of the youth segment of the labor market and employment of graduates of higher educational institutions, students and young professionals. The reasons and factors influencing the current negative situation and low competitiveness of students and graduates in the labor market are revealed. It is noted that the situation in the youth labor market, despite the fact that youth is a necessary and important component of the labor market, remains tense. The number nitrocotton-tion of young people is increasing. This is due to the lack of practical experience of graduates, and the discrepancy between the quality and structure of training of graduates of higher educational institutions to the requirements of modern Economics. The analysis of situation with the employment of graduates of the Tyumen state university in a number of areas of training was conducted, the results of which confirmed the existing trend in the country as a whole. The programs and activities implemented at the University aimed at promoting the employment of students and graduates and their adaptation to the labor market are listed. The possible directions of improving the situation and solving the problems of employment, taking into account the existing successful practice. It is noted that their successful implementation is possible under the condition of effective interaction of key stakeholders and the creation of favorable conditions for the professional implementation of young people

The article purpose is to introduce important theoretical items of training future agrarians in higher education institutions (HEIs) taking into account the views of modern scientists (Ukrainian and foreign) on professional education and training as well as outlining the priorities of higher agricultural education in Ukraine based on the experience of Great Britain.The methodology is introduced by different methods (analysis, synthesis, observation, description) of the research.There are research results in the paper. The literature on the study subject was analyzed and the theoretical ground of agricultural education and training (namely the definitions of training, vocational education, vocational education and training, professional education, agricultural education, training future agrarians in HEIs), were clarified and generalized. The ideas about the nature of agriculture, its importance in modern society, and approaches to agricultural education were cleared up. It was pointed out that the aim and tasks of training future agrarians were correlated with the needs of sustainable agriculture, labor market and human resource development. The aim of the training of future agrarians in higher education is identified as the formation, development and practical application of a wide range of knowledge and skills which are mastered in different subject areas related to agriculture, taking into account such factors as climate change, sustainability, food safety requirements, etc., oriented the professional and personal development of human resources. The priorities in the field of higher agricultural education in Ukraine according to the current national and international tendencies were detected.Conclusions: there is the interrelation between the agriculture and professional education and training in HEIs; clarifying the principle terminology provides an important theoretical precondition for future agrarians training in HEIs; the outlined priorities of higher agricultural education in Ukraine focus on economic, social, and individual aspects and take into account national and international achievements.

Background: According to the 2023 World Economic Forum report, the impact of Artificial Intelligence (AI) and automation on the job market was more significant than originally projected. Although 2018 research forecasted significant job losses balanced by job creation, current data indicates otherwise. Between 2023 and 2027, it is anticipated that 69 million new jobs will be created due to advancements in AI, however, this will be offset by the loss of 83 million jobs, leading to a net decrease of 14 million jobs worldwide. Roles related to AI, digitalization, and sustainability, such as AI specialists and renewable energy engineers are expected to grow, while those in clerical and administrative sectors are most at risk of decline. This shift underscores the need for reskilling and adapting to evolving fields, as nearly 44% of workers skills will face disruption by 2027. The demand for analytical thinking, technological literacy, and adaptability will grow as companies increasingly adopt frontier technologies. Objectives: (1) identify key variables influencing adaptability of college graduates in Indonesia, (2) quantify the strength of relationships between these variables to understand the combined effect on graduate adaptability. The research also aims to (3) develop theoretical and practical recommendations to strengthen ICIL policy and equip students with the relevant skills needed to thrive in an ever-changing job market. Methodology: The research focuses on predicting future employment trends, adaptability, and learning agility (LA), along with the implications for improving the Independent Campus Independent Learning (ICIL) policy. It focused on the significant unemployment rate among college graduates, along with the lack of research on the relationship between job change predictions, graduates’ adaptability, and the impact on graduates’ general well-being. The mixed-method strategy with quantitative analysis was used to conduct this research with data collected from 284 ICIL participants through online survey. The gathered data was evaluated using Structural Equation Modeling (SEM) with Lisrel version 10. Results: The result showed that job trend projections significantly influence responsiveness, which demonstrated a robust association between employment trend predictions and LA. Responsiveness significantly influenced learning agility which indicated no significant direct association between job trend projections and graduate adaptability. Conclusion: The research emphasized the need to consider adaptability as a concept with multiple dimensions. It proposed incorporating these factors into strategies for education and human resources development in order to better equip graduates for the demands of a constantly changing work market. Unique contribution: This research focused on adaptability as a multifaceted concept that consist of the ability to forecast job trends, be sensitive, and possess LA. It offered a deeper understanding of the relationships between these variables as discussed in the human resources literature. Technology, corporate culture, and training played a critical role in connecting employment trend prediction with the ability to respond effectively. Key recommendation: Institutions should implement a comprehensive approach to the development of human resources, with emphasis on fostering critical thinking, analytical abilities, and the practical application of information. By employing these tactics, higher education institutions may effectively equip graduates with both academic proficiency and the ability to adapt and thrive in quickly changing organizational environments, leading to the production of robust and versatile workers.

Background: The Ministry of Health of Timor-Leste has realized that they should work together with other stakeholders to achieve their vision and mission due to insufficient human resources and budget. Therefore, the Ministry of Health has established collaboration with AusAid and other development partners through mechanism of coordination. However, the mechanism is not yet implemented fully. Objective: To evaluate foreign aid policy in coordinating AusAid donor and development partners to fund human resource development program (in the HSSP-SP project) through the mechanism of coordination in the Ministry of Health of Timor-Leste. Method: This was a qualitative study with a case-study design. The respondents were 16 people, consisting of 13 persons from the Ministry of Health and 3 persons from AusAid, World Bank and development partners. Result and Discussion: The Department of Partnership Management had not been optimum in managing and controlling the project/program and activities of the donors and working partners. The approved action plan and budget were relevant with the proposal made by the Ministry of Health but planning for human resource development was unclear and was not based on the work force gap faced and priority in human resource development. The project had impact on human resource development but the process of staff re-placement was not in line with the principle of the right man on the right place. Regular consultative meeting could facilitate the approval of action plan and budget for human resource development. However, the mechanism of coordination was less effective because there was no specific instrument or mechanism to do alignment and harmonization and it only focused on collective gain and there was too much pressure and demand to staff from both the Ministry of Health and partners. Constraints and challenges from political aspect and human resource capacity had hampered the process of coordinating AusAid and working partners. Conclusion: The implementation of foreign aid policy to coordinate AusAid and development partners to fund human resource development (in HSSP-SP project) following the mechanism of coordination in the Ministry of Health of Timor-Leste had run well enough but still received lack of support from human resource development planning based on institutional development. Keywords: policy evaluation, mechanism of coordination, human resource development, donor agency

This research examines the strategic role of human resource (HR) development in supporting sustainable economic growth. Using a mixed methods approach, this study combines secondary data analysis from international organizations, comparative case studies from three countries with different levels of economic development, a Delphi survey with 20 experts, and in-depth interviews with 15 key stakeholders. The research results show a strong positive correlation between investment in human resource development and sustainable economic growth. The three main strategies identified are education system reform with a focus on 21st century skills, industry-based training through public-private partnerships, and flexible labor market policies. The impact of this strategy varies across economic sectors, with technology and renewable energy sectors showing the greatest benefits. The conceptual model developed emphasizes the importance of a holistic approach in human resource development. This study concludes that strategic investment in human resource development is the key to achieving sustainable and inclusive economic growth, especially in the face of rapid technological change. Policy implications and recommendations for future research are also discussed.

Youth is the future of our country. Therefore, it is important to create conditions for increasing the competitiveness of young professionals in the labor market. To do this, it is necessary to change the model of professional orientation of pupils in accordance with their abilities and needs of the labor market, to make it systemic and effective; as well as to coordinate the market of educational services and the labor market of a specific region, to create a developed motivational system in institutions of higher and secondary education focused on continuous education and self-improvement of a person throughout life, formation of social and professional subjectivity in student and student youth, active attitude to to himself, to his life and to the future profession. An important problem is the formation of professional self-determination in the young person himself, adequate, on the one hand, to the conditions of the regional market of educational services and the labor market, on the other - the abilities, needs and interests of the student himself. It is the active life position and the reality of requests for a future profession for students that will increase their competitiveness in the labor market. In connection with this, requirements for subjects that provide professional orientation among students of general education schools are changing, in relation to the goals, objectives and methods of this work.Professional self-determination is considered as a process of conscious and active search of a person by his place in the world of professions, developing his personal attitude to certain professions, and the choice of possible future professional activities.Professional self-determination for students is related to the orientation in the world of professions, an understanding of their own physical, mental and social capabilities, the formation of adequate, realistic professional intentions that fit the existing abilities, knowledge, skills, etc. This is the formation of his future professional image by analyzing his personality, available resources, general life self-determination of the individual, etc. It should be noted that the process of professional self-determination is rather complex and its effectiveness determines a set of objective and subjective factors.The ability to personal and professional self-determination arises and is formed when studying in higher education institutions. Professional self-determination begins with the design of the first idea of your future profession and the formation of the first professional intentions.Understanding the importance of the problem of professional self-determination of students, the Mariupol City Employment Center, together with the Department of Sociology and Social Work of the Priazovsky State Technical University, in February-March 2018 conducted a joint sociological study among students of secondary schools. Only 54% of students know which professions are most suitable for them in accordance with abilities, inclinations, types of temperament, thinking. But most students will choose a future profession that can provide them with high wages in the future. Many graduates are attracted by the prospect of opening their own businesses and going abroad.Thus, it is necessary to change the system of interaction of universities and secondary schools in the direction of effective professional orientation and involving students in the world of professions through socially useful activities. The task of subjects of professional orientation should be the formation of the necessary competences and socially significant qualities for pupils’ youth in order to increase their socio-professional subjectivity and acquaintance with the world of the profession through a system of trainings, mentoring, professional excursions and volunteering. It is then that real professional self-determination of students in the world of the profession, in accordance with their available resources and conditions of the modern labor market, will become possible.

This study aims to examine the effect of the physical work environment on the quality of work of Civil Servants at the Sintang Regency Personnel and Human Resources Development Agency. The sampling technique used in this study is the Saturated Sample method. The population in this study were all employees at the Agency for Personnel and Human Resources Development of Sintang Regency, with a sample of 47 employees. The results of a simple linear regression show the equation Y = 7.539 + 0.664 X. The correlation coefficient results show an R value of 0.789, this value indicates that the relationship between the physical work environment variable and the quality of work at the Agency for Personnel and Human Resources Development in Sintang Regency can be said to show a strong relationship strong. The results of the coefficient of determination obtained an R2 value of 0.623 which means that the influence of the physical work environment on the quality of work at the Agency for Personnel and Human Resources Development in Sintang Regency is 62.30% and the remaining 37.70% is influenced by other variables outside of this study. And the results of the feasibility test of the model obtained the value of F arithmetic > F table, namely 74,318 > 4,07 while the significance level with a value of 0,00 < 0,05. The results of the research on the model feasibility test (F test) stated that Ho was accepted and Ha was rejected, meaning that the linear regression model can be used to predict the value of work quality which is influenced by the physical work environment at the Sintang District Personnel and Human Resources Development Agency.

Human Resource and Research Capacity Development as a Prerequisite of Successful Inclusion of the Republic of Croatia into the European Union

1. The research results of applying mathematical modeling in prediction of development of human resources as a part of productive forces in the region are given in the paper. The objective of the paper is to develop a mathematical model, which evaluates and predicts the development of human resources and stimulates re-emigration.2. Using mathematical modeling, the model of estimating the development of human resources with the growth of re-emigration and immigration was made.3. The mathematical model for predicting the development of human resources can eliminate labor imbalance in the labor market in current crisis conditions.4. Development of prediction model of human resources development is described formally. The research results can be used for further detailed development of the model. It is necessary to determine the quantity and quality of human resources, create the mechanism to assess these characteristics and a system of complex indexes, which can be used to provide the values of human resources condition for qualitative and quantitative characteristics. It would be reasonable to develop a document flow, forms, reports, software to speed up the processing of data and information, as well as the implementation of forecasts.5. The proposed mathematical model is simple, yet reliable. It allows simulating labor market conditions when returning to the country of a certain number of re-emigrants or substantial outflow of labor force abroad.

This paper puts forward the problem that it is necessary to train personnel that meet the modern requirements of highly dynamic developing agriculture in the conditions of digitalization of the country in the post-pandemic period. The relevance of the research topic is explained by the fact that the agricultural labor market is experiencing a shortage of young highly qualified specialists with knowledge of IT technologies in digital agriculture. At present, a modern young professional must meet the conjuncture-forming selection criteria in the agricultural labor market and have a risk-oriented thinking. It is necessary to update the structure of the formation of an effective mechanism for training highly qualified personnel on the basis of industry universities in the region. The aim of the research is to analyze the challenges facing the agricultural university in training young professionals for agriculture as a branch of the digital economy of Russia. Objectives: to develop a model for developing partnerships and promoting the employment of young professionals in a post-pandemic economy to develop optimal options for covering the personnel deficit in the agricultural sector; to form practical recommendations for regulating the labor market for young professionals. The solution of these tasks will allow training highly qualified young specialists who have all the necessary competencies and are able to meet the requirements of the modern agricultural labor market.

The article outlines the problems of employment of young specialists in the labor market, including those related to the specifics of the formation and demand for human capital in this category of labor. The significance of accounting of transaction costs of various subjects of this process by the stages of reproduction of young specialists has been determined. A personal approach to assessment of the state transaction costs on the “entry” of young specialists into the labor sphere through the development of internships is proposed. A model for the assessment of these costs is based on a total accounting of both state losses from unemployed young professionals and government expenses to “advance” them into the labor sector. A dynamic model for the estimation of these costs for university graduates in Russia as a whole, as well as for one of the largest territorial entities of the country, the Krasnoyarsk Territory, has been built. The results of testing time-series model allow us to confirm the hypotheses formulated in the article and come to the conclusion that the state expenses to support unemployed graduates through internships give a tangible result for society in the form of reduced losses from unemployed young specialists and generally reduces the total transaction costs of the state Thus, the proposed model for assessment of the transaction costs of the state for the “entry” of young specialists into the labor sphere can serve as a tool for modeling costs in the designated area.

This paper describes a project to plan for implementation of the performance consulting model for human resource development (HRD) practice in a municipal government HRD department. A partnership, affectionately dubbed the ‘Enterprise Project’, was created between Louisiana State University HRD Program and Baton Rouge, Louisiana USA city government. During this project, a team of HRD faculty members and graduate students worked with the city to develop a strategic plan to implement new practices in city HRD programmes. The performance consulting model, partnership development and consulting team process are described. The project illustrates the integration of research and practice through partnership research.

The article is devoted to the problems of human resource management in the conditions of scientific, technical and technological development in accordance with the requirements of the market and society. This research develops the idea of an interconnected progressive development of science and technology, manifested in the constant impact of scientific discoveries and inventions on the level of development and use of human resources. The subject of this study defines scientific and technological progress as a complex category that has a functional organization in the structure of social reproduction. The authors highlight the fundamental characteristics of such a phenomenon as scientific and technological progress, pointing to its close relationship with the improvement of human resources, productive forces in general. These characteristics are interconnection and interdependence, because scientific and technological progress today is the main prerequisite for the development of human resources. The research is based on the position that the laws of technology development should be considered from the perspective of changing the structure of society’s needs, improving productive forces, changing factors of economic modernization, as well as industrial relations at various levels of society’s evolution. The authors substantiate the idea that today the progressive development of social and economic spheres is inseparable from the materialization of scientific and technological achievements, innovations. The results presented in the article can be used in forecasting technological trends, in the development of scientific and technical policy. The main provisions of the article may be in demand for the purposes of further theoretical and methodological substantiation and practical research on the problems of formation and development of human resources. The authors believe the fact that the modern mechanism of human resource management will be effective if it is based on the systemic interaction of scientific and technological progress, innovative processes and other factors described in the article. The main provisions of the article may be used for the purposes of further theoretical and methodological substantiation and practical developments on the problems of human resource management in the context of sustainable and innovative development.KeywordsHuman resourcesTechnological progressSustainable innovative developmentPriority systemManagement mechanismJEL ClassificationO15O33P00