Future Specialists’ Socialization in the Context of Competence Approach

Abstract


 
 
 
 A solução dos problemas enfrentados pela sociedade russa moderna depende em grande parte das crenças, expectativas, valores e atitudes das pessoas que determinam sua atitude em relação à inovação, conteúdo, eficácia e eficiência de várias atividades. A adaptação social (inclusão ativa no ambiente social) do indivíduo assume como condição necessária a conquista de um certo nível de competência social. O ambiente social moderno tem um impacto significativo no processo de formação da personalidade, causando certas contradições: por um lado, a modernização sociocultural requer uma nova abordagem para o problema da auto- realização social do indivíduo, exigindo maior atividade humana como sujeito da vida social, assumindo a responsabilidade por suas atividades e comportamentos, mas, por outro lado, a instabilidade da sociedade moderna aumenta as dificuldades naturais de crescer; a situação de incerteza leva à deformação do desenvolvimento pessoal, à desadaptação na sociedade. A modernização do sistema educacional levou a mudanças no conteúdo, formas, métodos e tecnologias da educação, em relação às quais havia a necessidade de avaliar os resultados do funcionamento do sistema educacional. Analisando a qualidade de um treinamento especializado moderno, os pesquisadores começaram a recorrer cada vez mais às competências formadas durante o estudo, entre as quais um lugar importante é ocupado pela competência social, estimado como o indicador mais importante da competência profissional de um especialista em geral e, em particular, , no campo das relações econômicas, trabalhistas e sociais.
 
 
 

Stakeholder Engagement in the Management of Innovative Territorial Development: A Platform Approach

“…-"organizational weakness", limiting the number of competent stakeholders that must be mobilized for joint development of strategies; the presence of firms with weak innovative potential and, usually, externally controlled by transnational corporations that pay little attention to regional development issues; -Strong universities and research institutes that focus mainly on teaching and basic research (Sergeeva et al 2019), and collaboration with industry and government bodies often goes beyond their scope (Gibadullin 2019); unfavorable informal institutions, such as mutual distrust and a weak culture of cooperation that impede the interaction of interested parties; transfer of management practices and the initial stages of developing a strategy for a consulting company; the use of the "triple helix", without involving more stakeholders, including civil society; limited willingness and lack of motivation of stakeholders to participate in new processes; -Large companies that already work well often do not see the need to participate in activities related to the development of strategies (Trippl et al 2019).…”

Talent Management: Needs and Prospects for Business Development in the Digital Economy

“…Over its thirty-year history, the global concept of talent management has developed a solid scientific foundation from the actual definition of the concepts of talent, talent management, and human capital to issues of developing, implementing and improving the company’s talent management system. In the works of foreign scientists who have been engaged or are currently engaged in research on the topic of talent management, whose results have become the subject of analysis and correlation with our conclusions, the researchers consider aspects of creating a multi-factor knowledge management system at the enterprise starting from issues of attracting talents to a specific organization to issues of adaptation, development and promotion of talents at enterprises [ 6 ]. The Russian scientists studied the experience of leading corporations in the sphere of talent management, analyzed data from leading consulting companies, and provided examples of implementing a talent management system in domestic companies [ 4 ].…”

Problems of Analyst Competency Formation for Modern Transport Systems

“…In addition, it is very difficult to include rapid renovating knowledge in education programs, courses, and textbooks as new methods and models, new principles and approaches, and best practice and solutions. Thus, the traditional approach to university programs is not useful to satisfy the demand for new competencies for dramatically developing digital transformation of transport companies [21,22].…”