Abstract: Digitalization and advancement of knowledge economy, formation and proliferation of the new technological didactics based on the didactic tetrahedron, lead to requirements changes in the development of pedagogical competencies. These trends influence the selection of the topic of research aimed at studying the relevance of formation of supra-professional competencies of future pedagogues. The goal of this work consists in carrying out an empirical study, based on the content analysis of previous research, of the opinions of students of pedagogical universities on the importance of self-evaluation and evaluation of opportunities for the development of supra-professional competencies essential for the pedagogues of the XXI century. The online survey involved 150 students from three pedagogical universities – Ural State Pedagogical University, South Ural State Humanitarian Pedagogical University, and Russian State Vocational Pedagogical University. The article presents an original definition of the concept of “supra-professional competence”, as well as makes an overview of national and foreign literature on the matter. The authors revealed the results of pilot study conducted among students of the aforementioned pedagogical universities. As a result of the research, based on the collected opinions of the students of 7 fields of study in two perspectives – self-evaluation of the level of development of students’ competencies and assessment of the importance of competences on the job market. The acquired results of assessment of opportunities for the development of supra-professional competences testify to the fact that there is room for improvement of educational process.

Abstract: Currently, there has established a consistent trend in development of cooperation between the employers and universities for the purpose of meeting the demands of country’s economy in the effective human capital. Such trend substantiated the choice of the subject of this research aimed at analyzing the potential interaction and correlation between the sphere of professional education, job market and social behavior of young specialists of economic disciplines based on the complex approach that considers the interests and need of all interested parties. Leaning on the research results on the problems, expectations and offers of job market for young specialists, the goal of this study consists in presenting a roadmap of interaction between the employees and university students. The following research methods were applied: verbal and online survey, content analysis of the documents and official publications on the subject, mathematical methods of information processing; 497 graduate students from the Ural State University of Economics and other universities of Yekaterinburg, as well as 26 experts – representatives of employers and employers of organizations of various fields of activity took part in the survey. The conclusion is made that the existing system of interaction between the government, university, employer and students with regards to training highly qualified personnel is yet not fully adjusted to the changing demands of economics, which is the reason that a certain number of graduates do not obtain employment in their field. Therefore, the article suggests the key vectors and measures within the framework of implementation of the roadmap of cooperation between a university and employers.

Abstract: Within the framework of this article, the authors present the results of studying group dynamic indicators during the corporate culture training. The object of the research is group dynamics as a set of processes occurring in a group of training participants. The subject of the research is the possibility of managing group dynamics of the student group through the corporate culture training. The rationale of the research is caused by the fact that there is a growing interest in trainings at high schools today as well as proved efficiency of trainings as an instrument of group dynamics management. Methods include content analysis, training, questionnaire techniques, observation. When processing research results, the authors have also applied descriptive analysis methods for calculating mean values and standard deviation based on trust-mistrust indicators, correlation-regression analysis, and variance analysis in assessing changes in group dynamics and corporate culture groups after the training. The study involved 78 students, 55 third- and fourth-year students who had attended training sessions and 23 second-year students who did not attend training sessions (69 females and 9 males). As a result of the study, the authors confirm their hypothesis that development of a united group of students in the course of the corporate culture training is possible only taking into account group dynamics factors. The scientific novelty of the research is caused by the authors' approach to the corporate culture development from the point of view of group dynamics. 

Abstract:  
The subject of this article is the analysis of models of assessing the effectiveness of corporate training and staff development, the importance of which increases in correlation with the key global trends in this area. Having carried out a detailed analysis, the authors highlighted the key global trends in the area of corporate training and personnel development, which, in their opinion, have theoretical and practical meaning for the human resource management of an organization. The authors reveal the essence, advantages, and flaws in the models of Donald Kirkpatrick, Benjamin bloom, Ralph Tyler, Daniel L. Stufflebeam. The work emphasizes the essentiality in comprehensive analysis of the needs of stakeholders in selecting the forms, methods, and types of education and development of the staff members. Conclusion is made that the existing models of assessing the effectiveness of training and development of personnel are overall relevant to the current requests of the corporations, but demand greater time and financial investments due to the trends of personalization and distribution of digital learning, as well as implementation of the new educational technologies. At the same time, the most objective indicator of the effectiveness of learning lies in the evaluation of productivity and quality of work of the specialists, and as a result – their competitiveness in the job market.