The employer brand concept has been dynamically developing over the past 20 years. Although there are substantial advantages given by the employer brand, its value for specific target groups needs to be explored more deeply. The aim of this article is to identify the key employer brand attributes that are important for young business specialists and to reveal the benefits for the company brought by the employer brand. The empirical research based on mixed methodology (in-depth interviews and a survey among business school bachelor and master program students) was conducted to identify the role of the employer brand in the employment decisions of young specialists and in shaping their salary expectations. The results showed that the jobseekers want to work in the company with the employer brand even if it provides lower wage level. The attributes important for young specialists were found to include both business environment features and internal employer brand characteristics.

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Agile-подход к управлению человеческими ресурсами (УЧР) является принципиально новым, недостаточно изученным направлением в практике менеджмента, о чем свидетельствует небольшое количество работ по данной проблематике в научной и бизнес-литературе. В статье отражены результаты исследования проблем управления человеческими ресурсами в двух ИТ-компаниях, внедряющих этот подход в управление проектами. В процессе исследования с представителями компаний были проведены глубинные интервью, которые базировались на AMO-модели УЧР (Ability-Motivation-Opportunity Model). Обобщенные выводы сделаны на основании метода наблюдения. Исследование показало, что сложности при переходе на гибкие способы управления порождены преобладанием технократического подхода по сравнению с социально-психологическим, а также наличием противоречия между административными и содержательными функциями управления человеческими ресурсами в компании, их рассредоточенностью между УЧР-специалистами и менеджерами проектов. Ключевые слова: управление человеческими ресурсами, гибкие технологии, agileподход к управлению человеческими ресурсами, технократический подход.

learning process. A number of propositions were formulated concerning the readiness of students to approve the format of a traditional case, their ideas about cases of 'good' and 'bad' quality. The factors contributing to the successful application of traditional cases to the educational process were studied. They include: 1) involvement in the case study process; 2) requirements for skills development of both teachers and case study participants who were part of the study group; 3) the analysis of satisfaction with the case method. Propositions were formulated regarding the characteristics of perception of the traditional case method by bachelor's, master's and EMBA programs students, and their expectations from the use of the case method in the educational process were revealed. The authors recognized the reasonable formulation of the propositions that the traditional case fully retains its relevance and its further use makes for a significant increase in the requirements of students for the quality of the cases.

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