Damaged hyaline cartilage gradually decreases joint function and growing pain significantly reduces the quality of a patient’s life. The clinically approved procedure of autologous chondrocyte implantation (ACI) for treating knee cartilage lesions has several limits, including the absence of healthy articular cartilage tissues for cell isolation and difficulties related to the chondrocyte expansion in vitro. Today, various ACI modifications are being developed using autologous chondrocytes from alternative sources, such as the auricles, nose and ribs. Adult stem cells from different tissues are also of great interest due to their less traumatic material extraction and their innate abilities of active proliferation and chondrogenic differentiation. According to the different adult stem cell types and their origin, various strategies have been proposed for stem cell expansion and initiation of their chondrogenic differentiation. The current review presents the diversity in developing applied techniques based on autologous adult stem cell differentiation to hyaline cartilage tissue and targeted to articular cartilage damage therapy.

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The types of remote employment (distance work and freelance) have been considered. Directions of use of modern information technologies at the organization of remote employment have been indicated and their developed characteristic has been given. The activity of freelancers has been described in detail. The mechanisms of functioning of international online labor exchanges and Russian platforms have been revealed. The results of a study on the practice of remote work in modern domestic organizations have been adduced. According to the results of the study, conclusions have been made about the areas of remote employment, its advantages and disadvantages for the organization and employees; about the software and hardware used by employers; about the problems of regulatory regulation of remote employment; about the competencies of remote workers and freelancers.

Articular cartilage is a highly organized tissue that has a limited ability to heal. Tissue engineering is actively exploited for joint tissue reconstruction in numerous cases of articular cartilage degeneration associated with trauma, arthrosis, rheumatoid arthritis, and osteoarthritis. However, the optimal scaffolds for cartilage repair are not yet identified. Here we have directly compared five various scaffolds, namely collagen-I membrane, collagen-II membrane, decellularized cartilage, a cellulose-based implant, and commercially available Chondro-Gide® (Geistlich Pharma AG, Wolhusen, Switzerland) collagen membrane. The scaffolds were implanted in osteochondral full-thickness defects, formed on adult Wistar rats using a hand-held cutter with a diameter of 2.0 mm and a depth of up to the subchondral bone. The congruence of the articular surface was almost fully restored by decellularized cartilage and collagen type II-based scaffold. The most vivid restoration was observed 4 months after the implantation. The formation of hyaline cartilage was not detected in any of the groups. Despite cellular infiltration into scaffolds being observed in each group except cellulose, neither chondrocytes nor chondro-progenitors were detected. We concluded that for restoration of hyaline cartilage, scaffolds have to be combined either with cellular therapy or morphogens promoting chondrogenic differentiation.

The article presents the results of studying the employment of the graduates of the first in the Russian Federation HR (human resource) management department at the State University of Management (Moscow). Questioning former students showed that the majority of respondents works in their specialty in organizations of various forms of ownership and economic domains. The positions of the graduates and the duties they perform reflect the whole range of types of the professional activity of HR specialists, ranging from the general management of personnel in specific organizations to narrow positions. Simultaneously, respondents, as professionals, indicated the "weak points" of their training at a higher educational institution, mostly related to the limited practical orientation of training, namely the formation of competencies in the use of relevant personnel management tools. The survey among the graduates also revealed the variability of the professional interests of graduates, reflecting the current HR trends. The practical focus of the study is the possibility of studying the real state of the practice of personnel management through the professional experience of the graduates; as a resource for improving the educational process of the department to achieve scientific, educational, methodological and educational purposes; for the organization of career guidance among students enrolled in the department and the formation of their professional culture; for the development of a community of educators, graduates and students of the department through the development of trusting mutually beneficial relations.