The problems of time perspective and temporal competence in context of schoolchildren’ and students’ motivation in education and also advanced staff training in companies including top management are being analyzed with the help of modern foreign and national research tools and. Findings. The term «temporal competence» is interpreted in accordance with J. Nuttin’s approach to it as an ability of a person to subjectively connect his present time activities, goals and intentions with future. On the bases of numerous (mainly foreign) studies, conducted in different countries, the authors demonstrate the importance of lengthy and balanced time perspective, temporal competence in development of learning motivation and high academic achievements in schoolchildren and students, career progress and success of employees in various companies. The majority of these studies are based on J. Nuttin’s MIM and F. Zimbardo’s ZTPI methodologies. Particular attention is focused on integration of accumulated scientific knowledge into elaboration of multi-module development programs, which include: project management, strategic thinking individual trajectories of development and other components, based on optimization of time perspective and formation of temporal competence.

The world is changing, and along with it — the need for education. The article defines the concept of VUCA-world, covers technologies that allow to precisely determine trends, and detail the key issues of who, how and what to teach within the framework of Human Resources with the position of "talent management". Compile and synthesize the latest theoretical and practical experience of experts in the area of education and development of the United States, Europe, and the Russian advanced consulting companies; examples and data from recent trade shows, as well as links to real projects implemented in 2016 and early 2017. This article would be interesting and to those who are interested in practical use of psychological methods and tools, as well as the integration of existing material in the non-standard practice-solutions.

The article details the methods and practices of introducing mentoring in the organization. The definition and distinction of such concepts as “mentoring”, “mentoring”, “coaching” is given. The approaches to the introduction of mentoring as a system and mentoring as an element of the company’s corporate culture have been worked out and described. The article presents detailed step-by-step method for creating and implementing personal development plans (PDPs) and mentor plans as key practical elements for the implementation of mentoring. Also, there is depicted vividly the main mistakes, pitfalls and ways to avoid them in the implementation of similar projects. This article should be interesting for practicing psychologists, HR, organizational development and internal communications specialists, as well as managers of different levels.