The problem of adaptation to professional activity among representatives of different generations is acute. Currently, managers understand the need and importance of the adaptation process for new employees. But they do not always take into account the fact that employees belonging to different generations may not only have radically different views on the same problems, but also the process of adaptation may take place in different ways, using different socio-psychological mechanisms of adaptation. Using the example of generation X and generation Y the psychological features that make it possible to pass the adaptation period most effectively have been considered in the article. The most distinctive characteristics of representatives of different generations have been highlighted.

The globalization of business, promotion of economic interests in the markets of other countries, the processes of unification and creation of a common economic space require knowledge of national customs and national culture. Culture is, above all, predictability. Acquiring ability to understand and use the peculiarities of national cultures, interpersonal communications and business ethics in global business is an important task of cross-cultural management. The success of international companies in providing high-quality products and services depends, on the one hand, on growing dynamics of the economic environment and, on the other hand, on adoption of international quality standards and procedures. As the market becomes more global, the products and services offered by international companies around the world face the challenges of a multicultural environment. These issues manifest themselves not only at the level of customer relations, but also deep inside companies, at the level of employees. The paper characterizes cross-cultural management and identifies the barriers that arise in the way of its successful implementation. In the course of further work, the authors consider main directions of modern solutions in the field of cross-cultural personnel management. Intercultural management is, first of all, the creation and application of technologies for managing cultural diversity in the context of globalization, successfully operating in different cultures in order to prevent intercultural conflicts. The proposed solutions include development of intercultural competencies, training of global managers in key aspects of intercultural interaction, the introduction and active use of advanced digital technologies, as well as the construction of a knowledge management system with deployment of publicly available databases and the expansion of their analytical capabilities at the national, regional and international levels. The authors note that cultural knowledge management is crucial for success in developing and maintaining long-term business relationships in a multicultural environment. Knowledge management provides necessary technological support for cross-cultural management in terms of improving knowledge sharing in multinational companies and the effective use of knowledge in international joint ventures.

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In the context of the penetration of digital technologies into various areas of socioeconomic activity, it is necessary to orient the education system towards a qualitative update of the goals and objectives of the educational process, the modernization of educational technologies, to the benefit of developing creative and social capital for future specialists. The authors investigate the program of providing the Russian labor market with demanding specialists with the necessary relevant knowledge, skills and capabilities. Furthermore the conditions for systematic improvement of the quality and possibility of continuing education of all categories of citizens due to the development of an open and accessible electronic educational environment are determined. Modern technologies, networking, scientific potential and experience of educational organizations, the best practices of online learning, existing online platforms and business projects become tools of such transformation. To achieve the goal of the study we chose the path of systemic interaction between universities, organizations of additional professional education and employers. It’s necessary to identify main tasks facing each part in the process of forming the dynamics of improving the quality of educational processes. The objectives of the university will be the development of common competencies to ensure adaptation to the labor market in the context of society and the economy digitalization. The survey has shown that such qualities are formed by the structure of the educational process of the university and its corporate culture. The task of additional professional education organizations is to provide a target substantive professional orientation in order to prepare and develop practical skills. With modern qualified personnel, companies will be able to provide the specified pace of technological progress and competitive advantages, and to solve complex modernization tasks. Thus, the result that must be achieved in the process of educational activity is the training of a highly professional specialist, in demand on the labor market, with creative and social capital, able to approach professional activities from the perspective of a researcher and initiator, aimed at self-development and self-realization. Keywords: digitalization, human capital, competency profile, labor market

The article is devoted to the definition consideration of the educational needs of persons with health limitations (hereinafter – HL) and disabled persons in the tertiary education system; the aspects in which these needs are expressed. The article highlights the adaptation possibilities of disabled people in the tertiary education system, as well as the specifics of the organization and goals of an educational institution for teaching people with HL. The authors identify the barriers of social relations faced by students with HL, disabled students and their teachers at universities; analyze the degree of involvement of a student with HL in the educational process. The paper pays attention to the main approaches to the organization of educational activities of persons with HL and disabled people, namely: competence-based, project-based and activity-based approaches. The main types of inclusion, identified on the basis of medical indicators, as conditions for organizing the training of students with HL and disabled students are considered. It is determined that the education organization at the university of students with HL allows to adapt educational programs to the special needs of students, depending on the state of health of students with HL and of disabled students.