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The article discusses the main problems that cause the low efficiency of the existing system for training qualified workers. The need for a radical restructuring and accelerated development of institutions of primary and secondary vocational education based on the implementation of the national project “Russian labor qualifications” is substantiated. Innovative mechanisms for training workers and professional teaching staff are proposed, ensuring network interaction between educational institutions, business and science.

Keywords: qualified workers, scientific, educational and industrial clusters, primary and secondary vocational education, working profession, vocational pedagogical education system.

The current state of Russian professional education is assessed by experts as a crisis, which is associated both with global trends in the development of modern society and with the peculiarities of its development in Russia.

Twenty years of development of the country in the conditions of an open society and globalization have revealed a sharp lag between vocational education and the demands of modern production, as well as the realization that O most of educational institutions of the country's primary (NPO) and secondary vocational education (SVE) systems are not able to participate in the creation of a modern competitive economy of an innovative type.

Despite the significant reductions in educational institutions in the NGO and SVE system that occurred in the country in the first post-Soviet decade, Nowadays, in most regions of Russia there is a large-scale system for training workers: in total there are about 5 thousand NPO and vocational education institutions in the country, in which more than 2 million people study. In quantitative terms, the system of NPO and SVE could fully satisfy the demands of innovative development of the country's economy. However the vast majority of graduates institutions that train workers (about 85%) are not employed in the specialty they received. At the same time, according to Rosstat, among the vacancies announced by employers, blue-collar professions account for over 70%.

This situation in the system of training qualified workers is explained, in our opinion, by the presence of the following main problems:

First problem is associated with sharp deformations in the structure and volume of personnel training, which clearly do not correspond to the real needs of the labor market. It should be noted that for the Russian labor market the relevant issues are not so much labor shortages as a general shortage of labor, but skills shortage. Currently, almost three quarters of Russian workers have tertiary education, i.e. trained at universities and colleges. At first glance, this indicates an increase in investment in human capital, opening up such workers to the upper floors of the professional qualification hierarchy. However, the volume of accumulated human capital is not used effectively. In particular, a significant proportion of university graduates do not work in the specialty they received, often occupying positions that do not require higher professional education. At the same time, issues of labor supply are becoming particularly acute. Vocational education institutions produce 1.5 times more technicians and more than 5 times fewer workers than the national economy needs. At the same time, only 5% of the total number of highly qualified workers remained in the country (for comparison: in the USA - 43%, Germany - 56%, Japan - over 75%). Taking into account the fact that the average age of skilled workers is approaching pre-retirement - 54 years, in the next 5-7 years, domestic production may face difficult crisis phenomena in the personnel sphere. In this regard, unfortunately, it can be stated that the domestic economy is characterized as an economy of unclaimed knowledge, and The shortage of qualified workers is becoming a serious obstacle to the further development of the country.

Second problem lies in the old and static material and technical base of most NGO and vocational education institutions, which does not reflect the dynamics of innovative changes in the domestic and world -in production. The teams of these institutions do not conduct ongoing research into promising areas and development of innovative changes in the technical and technical products of leading domestic and world developers and manufacturers -di-te-lay.

Third problem lies in the extreme lag of the content of vocational education from the needs of the innovative development of the country and the demands of the labor market, from the trends of global socio-economic development, which not only causes outright dissatisfaction among domestic employers and increases unemployment, but, and this is most important, makes the education system, and accordingly, the country’s economy uncompetitive.

Fourth problem associated with low level of professionalism of vocational training teachers that does not meet the requirements of the state, society and the economy, which is due to unfavorable Based on the current state of the human resources of the vocational education system, the main trends of which include:

● reduction in the total number of teachers in NPO and vocational education institutions;

● an increase in the structure of the teaching staff of NPO and vocational education institutions of teachers working on a part-time and part-time basis. At the same time, the share of teachers actively conducting scientific and scientific activities is less than 10%;

● a slight increase at all levels of professional education in the proportion of teachers over 50 years of age and a noticeable decrease in this indicator for age cohorts under 40 years of age.

Fifth problem is associated with the low efficiency of using budgetary resources in the training (very poor quality) in many professional educational institutions of specialists in non-core market-oriented specialties for a given institution. Such “specialists” make up a significant part of their training contingent.

This is an extremely costly measure that causes direct damage to the state and leads to the encouragement of weak, ineffective vocational educational institutions, which reduces the incentives for the development of high-quality and competitive education. th domestic professional education.

Sixth problem - In recent decades, the social status of blue-collar professions and, as a consequence, the prestige of primary and partly secondary vocational education have sharply declined among young people. This affected the quality of the student population in these educational institutions.

Seventh problem - Russians cannot compete with several millions of labor migrants in the market of low-skilled physical labor. On the other hand, low-skilled labor is socially discredited in the eyes of the country's indigenous peoples. As a result, the professional niche of low-skilled labor of workers is almost completely occupied by ethnic groups from countries near and far abroad, including China and Vietnam.

The current situation is due to a number of factors influencing both demand, and on offer qualified workers.

The main reasons limiting demand on highly skilled workers from the labor market are:

● “absolute” lack of prospects for the majority of jobs offered by employers;

●reluctance of employers to hire graduates of institutions of scientific and vocational education and vocational education;

● weak motivation of young people after graduating from NGOs and secondary vocational education institutions to work in the specialty they received;

● there are a significant number of migrants among workers without special training.

From the outside offers highly qualified workers in the labor market, such factors may include the low level of training of workers in most NGO institutions, as well as the discrepancy between the structure of working specialties proposed by them and the real demands of production.

The above problems are largely due to the shortcomings of the existing system of continuous professional education, which has a peculiar “class” character, where the training of workers is carried out in a rigid connection between “profession and level of education.” At the same time, the initial level of professional training extends to the level of education, causing veiled discrimination of individuals on professional grounds. Workers continue to be trained as a labor force with the dominance of the “worker-technique” relationship, designing for them an “initial” humanitarian education, with an “initial” moral, legal, aesthetic consciousness, i.e. lifelong “initial” person.

The contradiction between the dominant socio-professional multi-level model of the lifelong education system, which focuses on hierarchical social status, and the needs of the innovative economy for high quality professional activities of workers, is one of the key ones and manifests itself in various forms. In particular, stagnant and severe forms of unemployment are typical for poorly educated workers, and the return on training in educational institutions of the non-governmental education system is extremely low: wages increase by 2-3% or have a zero effect. From the point of view of increasing wages upon completion of training in the system of non-profit and secondary vocational education, Russian workers are inferior to graduates of similar educational institutions in developed countries.

It is obvious that innovative development and increased competitiveness of the country are possible only as a consequence of the synergistic effect of radical changes in the vocational education system, providing for giving it the proper quality and efficiency, dynamism and flexibility , universal and continuous increase in the professional level of human capital. In this regard, there arises the task of repurposing vocational education institutions, rationalization and optimization of the system for training skilled workers.

Modern NGO and SVE institutions need not so much a “cosmetic” improvement of the system of training workers, but rather its radical restructuring based on change of generations of material and technical base, introduction of innovations, new content, forms and methods of professional training of students (students), as well as pedagogical management.

The great socio-economic significance of the above problems, their multi-level and multi-aspect nature necessitate the use of a program-targeted approach and project management. In this context, it seems appropriate to develop and implement the National Project “Russian Labor Qualifications”, aimed at ensuring network interaction between NGOs and vocational education institutions of the country, business and science.

At the same time, the following innovative models can be implemented as priority areas for training workers within the framework of the proposed national project:

● model « Higher working education - applied bachelor's degree"- type of multi-level variable training of highly qualified workers with higher professional education for innovative high-tech production;

● model « Vocational craft education" - integrative training of qualified specialists for the broad development of small business.

The models are based on modern theoretical and methodological developments, accumulated domestic and foreign experience. Let us outline the conceptual provisions of each of the above models:

The need to implement the model " higher working education - applied bachelor's degree" due to the following . Nowadays, a number of working specialties put forward requirements for the level of higher education (for example, steelworkers, specialists in the field of information technology, etc.). Similar processes are taking place in developed countries - in Japan, the USA, Germany, etc., where the worker special higher education is no longer uncommon.

Back in 1992, specialists from the Russian State Vocational Pedagogical University (RGPPU) developed and implemented in a number of educational institutions of the Sverdlovsk and Tyumen regions the Concept of higher working education and a package of normative and educational norms. medical documentation that fully provides a multi-level, variable educational process for training workers with higher education (applied bachelor's degree). A model of the Institute of Workers’ Education (IWE) was developed, created on the basis of a university, technical school, college or “advanced” vocational school, in which Each person is provided with the formation of an individual educational trajectory for further professional, career and personal growth.

In fact, this is the country’s first system of workers’ education, which corresponds to the “knowledge economy” and makes it possible to implement the popular slogan “Education throughout life” in developed countries. Such a system allows a young person not only to successfully professionalize and plan his career at any enterprise, but also, if there is a socio-economic need, to independently create new jobs, including small innovative enterprises .

Relevance of the implementation of the model “ Vocational craft education" is caused by natural processes of social development. Modern national economies of developed countries are characterized by a transition from mass production of standard products to specialized small forms of production and service, designed not only for the individual needs of citizens, but also for the needs high-tech production. At the same time, the production of goods and services based on direct orders from the population is, as a rule, exclusive in nature and aimed at improving the quality of life.

At the same time, the increase in the number of small craft enterprises that occurred in the last twenty years was not accompanied by appropriate personnel training.

Thus, The problem of the urgent need to organize the training of artisans with international qualifications is being updated.

A craftsman is a worker of a fundamentally new type, not only in professional, economic, but also in legal terms, combining the qualities of a highly qualified worker and manager, capable of designing, providing resources for the labor process and performing the work independently, constantly focusing on maximum satisfaction of customer requests.

Since 1998, in Eka-terin-burg, specialists from the Russian State Pedagogical University, together with German partners, have developed and successfully introduced into practice new professional educational programs for Russia for the training of artisans. pre-pri-ni-ma-te-ley in the specialties “painter-designer”, “carpenter”, “tiler-mo-za-ich-nik”, etc. It should be noted that the number of craft professions for which The training of workers of a new type is constantly increasing.

Today, the training of artisans is carried out by several colleges and vocational schools in the Sverdlovsk and Chelyabinsk regions, the Yamalo-Nenets Autonomous Okrug, etc. Despite this that about a thousand students are involved in this process and the accumulated experience is recognized by domestic and foreign experts as successful in all respects, nevertheless, taking into account the scale and potential of our economy , the existing craft training in our country is a level of pedagogical experiments, and not mass practice, which could fundamentally change the sphere of small business.

The considered models for training workers, along with existing ones, should implement innovative advanced development of the system of scientific and professional education and vocational training, corresponding to world standards, mass training of Russians in blue-collar professions of medium and higher qualifications and be based on processes:

● formation and development of regional scientific-educational-production clusters for resource support of educational programs based on constantly updated modern equipment and technology of the world's leading developers and manufacturers (material and technical support);

● development and implementation of effective methods and content of theoretical and industrial training for qualified workers (vocational and pedagogical support).

Currently, the implementation of these processes is hampered by a number of factors. Thus, in regions with relatively developed industry, various forms of accelerated differentiated training of workers for limited, highly specialized activities at a specific workplace have become widespread. The low level of training of workers in this approach is due to the dominance forms and methods of training that are inadequate to modern social and industrial requirements. It seems that, along with the op-re-de-len economic effect for employers, this approach will lead to to production stagnation and significant material losses.

Also relevant the problem of developing and upgrading models for training skilled workers with the participation of social partners (employers). According to the results of a sociological survey, more than 70% of management employees of enterprises believe that the necessary conditions for training such workers are:

● formation of an individual educational trajectory for professional, career and personal growth of students;

● close interaction of enterprises with vocational education institutions in terms of determining the goals, content, forms and methods of training.

At the same time, almost half of production managers believe that the potential of the vocational education system should be involved in training personnel in enterprise conditions.

An analysis of the theory and practice of vocational education shows that ensuring the conditions noted above possible on the basis of comprehensive improvement of the organizational, content and process aspects of vocational training. This will ensure the transition of vocational educational institutions and educational structures of enterprises to promising, variable multi-stage training in groups of professions and professions of a wide profile.

In this aspect, a positive trend is the supervision of schools and technical schools by leading enterprises in order to train workers for the needs of specific production. On their part, social partnership is most often carried out on the basis of providing students with jobs for internships. For example, in the Sverdlovsk region, which positions itself as a regional zone of rapid economic development due to its high level of human capital, a network of successfully functioning resource centers has been formed (Pervouralsk New Pipe Plant together with the Metallurgical College, etc.). Another example of resource provision and modernization of secondary vocational education programs on the basis of social partnership can be corporate educational institutions. In particular, a similar project is being implemented at the corporate university of the Ural Mining and Metallurgical Company in partnership with leading universities and colleges.

Of course, the implementation of these projects creates the prerequisites for the actualization and modernization of both theoretical and practical components of professional training, which determines the implementation of a system variable in content, individualized in time, pace and direction. Nos-ti of continuous professional education of workers. However, in our opinion, the above examples will not acquire the character of a systemic process and will not give the expected synergistic effect if the situation with professional personnel does not change ( teachers teaching professions) in the system of secondary and, especially, primary vocational education.

In the educational institutions of NGOs in Russia, the total number of managerial and professional workers is about 210 thousand people (them about 74% of rates are occupied). Considering that part of the vacancies are part-time workers, and up to 17 thousand people is the annual staff turnover, we can determine the total unmet need for professional workers , which is equal to 52 thousand people. This quantitative characteristics of the structure of professional teaching staff.

Quality This category of workers is characterized by the following indicators. In the management of NGO institutions, only 26% of teachers have higher vocational pedagogical education (PPO) and 2% have secondary education; 24% of teachers have higher professional education and 4.6% have secondary education; 9.7% of industrial training masters have higher vocational training, 14.9% have secondary education, and about 15% of workers have primary and general secondary education. This sharply reduces the quality of professional training of workers. Meanwhile, A professional worker must be trained as a specialist with a wide pedagogical profile, including the functions of a master of industrial training, a teacher of special and general technical disciplines, and as well as the possibility of combining these functions. Therefore, the specificity of vocational education is to prepare students for future professional activities, combining the interaction of psychological, special industry and production. water-technological components. In addition, in accordance with the requirements of the educational standard, production technology The gi-chest component of such activity determines another specific feature of the training of a vocational teacher - compulsory acquisition of a working profession.

Through the combined efforts of theorists and practitioners who train professional pedagogical workers, representing 128 universities and 88 colleges of the Russian Federation, united in the Educational Center -di-chess association for vocational education, and employers-ek-sper-tov, a comprehensive program for the development of vocational-pedagogical education has now been developed “Professional pe-da-go-gi-chesh personnel of Russia.” The Program includes a set of interrelated activities: legal, socio-economic, organizational, management, methodological, prognostic, etc. The implementation of the Program will allow the system of vocational education to become a full-fledged system-forming core in solving the problems of training highly qualified workers.

Further development of the above conceptual provisions and their implementation in the form of a national project is impossible without an appropriate institutional solution. This means the presence of a coordinating organization with the necessary resource and competence potential. The presence of prerequisites for the creation of such an organization can be demonstrated by the example of the activities of the Russian State Pedagogical University, which is the basic university in Russia in the field of vocational pedagogical education.

In recent years, RGPPU specialists have developed and implemented an effective technology for creating regional scientific-educational-industrial-water-clusters,providingnetwork interaction between NGOs and vocational education institutions, business and science in the region. In particular, jointly with the Ural Engineering Company "Pumori - SIZ" LLC, the "Training and demonstration center for mechanical engineering technologies Pumori-SIZ - RGPPU" was created and developed. , equipped with the most modern and sophisticated metalworking equipment from leading companies in the world, on the basis of which the following is carried out:

● design of technologies for manufacturing parts of a high level of complexity;

● fulfillment of orders from enterprises for the manufacture of highly complex products;

● study of problems in the field of metal cutting and scientific problems of training workers in high-tech industries;

● organization and implementation of the educational process for the training of operators, adjusters, programmers, technologists from among university students studying under vocational education programs, employees of city and regional enterprises .

The university has created similar cluster formations in other sectors of the economy:

● scientific and educational complex “UralNITI - RGPPU”, which carries out:

● carrying out scientific research on the development of new qualification requirements for professions in the context of modernizing equipment and technologies, introducing innovations;

● development of modular training technologies for the professions “operator of CNC lathes (milling) machines”, “mechanics” and “adjusters”;

● development of control programs, tools and machining technologies;

● research activities: studying problems in the field of metal cutting, low-pressure casting, heat treatment of metals, as well as problems of training personnel in high-tech industries.

Machine equipment center of Unimatic LLC, which carries out:

● organization of the study and development of concepts and methods of industrial training of the company "EMCO" in the in-te-rac-tiv class "Unimatic" by teachers and masters te-ra-mi industrial training of the university and other educational institutions;

● organization of permanent training courses for training operators and technicians to work and program on machine tools with CNC from among university students studying under vocational training programs, workers of industrial enterprises and the population.

Scientific and educational center “Electrical Business School”, which carries out:

● conducting, at the request of employers, scientific research on the development of new energy-related professions that are in demand in the labor market;

● creation of modern competitive samples and models of educational equipment of an electrical and technical profile for educational institutions of scientific and vocational training and secondary vocational education;

● development of an electrical installation workshop, a laboratory-workshop for electrical equipment and power supply, a laboratory for intelligent technologies, tasks for training power engineers based on Schneider Electric equipment;

● training of university students studying in secondary vocational education programs according to developed training programs.

Research and Training Center for Network Technologies D‑Link, which carries out:

● when installing hardware-program-frames of a large complex of network equipment;

● improving the qualifications of teaching staff (teaching staff) by certifying teachers in the field of network technologies.

Danfoss Research and Training Center, which carries out:

● carrying out scientific research on the development of new professions;

● creation of modern competitive samples and models of educational equipment of electrical engineering profile for educational institutions of scientific and vocational training and secondary vocational education;

● interaction with the regional center for training power engineers.

Similar functions are also performed by the educational Center "IT Academy of Microsoft" for advanced training in the field of IT technology and the scientific and educational center for training installers of electronic equipment and devices Tesla (together with ATLAS PRO).

Currently, it is planned to develop a new approach to economic modernization through the creation and development of regional competence centers designed to:

● to promote the development and implementation of effective technologies and equipment at the level of the best foreign analogues when designing new and reconstructing existing enterprises; carried out on a state scale;

● initiate and coordinate the implementation of complex industry projects, as well as innovative research projects;

● carry out the development and examination of federal and regional development programs;

● combine the efforts of academic, industry institutes, university science, design organizations to effectively solve scientific and technical problems facing domestic production, etc.

The priority areas of the regional centers will be:

● formation of databases of foreign and domestic world-class technological competencies;

● creating a pool of potential domestic and foreign investors for the implementation of regional industry programs and individual projects;

● promoting the commercialization of domestic developments;

● development and examination of federal and regional development programs, etc.

Realizing its mission in creating the theoretical and methodological foundations of the system of vocational pedagogical education, its development and modernization, generalization and dissemination of best practices in training workers, RSPPU should become one of the main elements of the above regional centers of competence, responsible for certification of qualifications, as well as carrying out technological audits together with specialized enterprises in order to master new and modernize existing equipment, effectively master new technological processes with appropriate personnel support.

Literature

1. Fedorov V.A. Vocational and pedagogical education in changing socio-economic conditions: scientific support for development // Education and Science. News of the Ural Branch of the Russian Academy of Education, 2008. No. 9 (57) P. 127-134.
2. Goncharov S.Z. Logical-categorical thinking. In 3 parts. Part 2 The objective basis of the emergence and development of thought. Ekaterinburg, Publishing house "Ross. state prof.-ped. University". 2008. - 344 p.
3. Kapelyushnikov R. “Demand and supply of highly qualified labor in Russia: who ran faster” / Questions of Economics, 2012. No. 3, pp. 120-147.
4. Romantsev G.M. Theoretical foundations of higher workers' education. Ekaterinburg: Ural Publishing House. state prof.-ped. University, 1997. - 333 p.
5. Shikanov S.V. “Modern problems of professional education of workers within the framework of economic development of the Russian Federation” // News of Tomsk Polytechnic University. 2008. T. 313. No. 6, pp. 70-73.

Bibliography

1. Fedorov V.A. vocational-pedagogical education in a changing socio-economic environment: scientific support of development // Education and science. Proceedings of the Ural branch of the Russian Academy of education. 2008. No. 9 (57). pp. 127-134.
2. Goncharov S.Z. logical-categorical thinking. The 3-h. h. 2 Objective basis of origination and development of thought. Ekaterinburg, Izd-vo “Ross. G.O.S. Prof.-Ped. University. "2008. -344 p.
3. Kapelushnikov R. The supply and demand of highly skilled labor in Russia: who was running faster // Questions of economy. 2012. No. 3. Pp. 120-147.
4. Romantsev G.M. Theoretical bases of higher worker education. Ekaterinburg: Ural Publishing House. G.O.S. Prof.-Ped. University Press, 1997. 333 p.
5. Shikanov S.V. Modern problems of professional education of personnel in the context of the economic development of the Russian Federation // Proceedings of Tomsk Polytechnic University. 2008. Vol. 313. No. 6. Pp. 70-73.

Skills development for the innovation economy: problems and solutions

In the article the main problems that lead to poor performance of the existing system of training skilled workers. The necessity of radical restructuring and advanced development institutions of primary and secondary vocational education on the basis of the implementation of the national project "Russian working qualification". Proposed innovative mechanisms for training and vocational/educational professionals that provide networking educational institutions, business and science .

Key words:

Litvinov Alexander Sergeevich, postgraduate student, Faculty of Economics, Voronezh State Technological Academy, Russia

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Annotation:

The collapse of the system of training professional and technical personnel that existed during the Soviet period, the aging of personnel and the lack of an influx of young people into production negatively affect the implementation of innovative projects. As a result, the launch of production of new products is accompanied by the need to attract personnel. It is necessary to modernize the education system, aimed at creating sustainable connections between educational institutions and enterprises.

JEL classification:

The collapse of the system of training professional and technical personnel that existed during the Soviet period, the aging of personnel and the lack of an influx of young people into production negatively affect the implementation of innovative projects. As a result, even with the availability of financial resources, the launch of the production of new products is accompanied by the need to attract personnel. However, if in the case of “product” innovation this problem is local in nature, then the technological renewal of production places more serious demands on the quality of personnel.

The average age of employees of Russian scientific organizations is 47.4 years; only 17% of researchers in Russia are under 30 years old. There are even fewer scientists of the most active “scientific” age – from 30 to 40 years old, 13%. The average age of researchers with a PhD is 52 years, and with a doctorate – 60 years. At the same time, in our country quite a lot of people receive a PhD degree - almost a quarter of all young people with higher education. But only 3% of young scientists apply for government research grants, while in the USA this figure is 84%.

The key problems of the youth innovation sector are:

Lack of new approaches and methods for training personnel and their involvement in innovation activities;

Loss of continuity in science;

A serious gap between educational and scientific schools;

Lack of a unified centralized information system designed to obtain information and exchange experience in the field of innovative entrepreneurship.

Russia's presence on the international market of high-tech products is very insignificant: its share, according to various estimates, ranges from 0.35 to 1%. This is below the indicators not only of the developed countries of the world, but also of the developing countries of Asia. In the structure of trade turnover, the share of agreements, the subject of which were patents, patent licenses and trademarks, accounts for no more than 1% of exports and 10% of technology imports.

The crisis in the scientific and technological sphere of Russia is associated with fundamental changes in institutional conditions: a reduction in budget funding, the inability of the business sector to embark on serious innovative projects, and the inertia of the organizational structure.

The levels, trends and structure of funding for science and new technologies do not correspond either to the current needs of Russia or to the strategic task of bridging the gap with the leaders of the world economy.

As for the provision of human resources, according to state statistics bodies, the need of organizations for workers to fill vacant jobs as of October 31, 2008 was 899 thousand or 2.8% of the total number of jobs. The largest number of vacant jobs was in healthcare and social security (19.4% of the total need), manufacturing (16.2%), real estate operations, rental and service provision (15.6%), transport and communications (12.3%), education (9.2%). The need of organizations for workers to fill vacant jobs by type of economic activity is more clearly depicted in rice. 1.

Rice. 1. Organizations' need for workers to fill vacant jobs by type of economic activity as of October 31, 2008, thousand people

An analysis of the needs of organizations for workers by professional groups showed that the largest number of vacant jobs is noted in the professions of skilled workers in industrial enterprises, construction, transport, communications, geology and subsoil exploration (21.3% of the total need for workers), specialists of the highest level of qualification (19%), unskilled workers (16.2%), mid-level specialists (13.9%). The need of organizations for workers to fill vacant jobs by professional groups is presented in table 1.

Table 1

Organizations' need for workers to fill vacant jobs by professional group

Professional group	Number of employees – total, thousand people	The need for workers to fill vacant jobs, thousand people	Percentage of the need for workers to fill vacant jobs in the total number of jobs for the corresponding professional group, %
Heads of institutions, organizations and enterprises and their structural divisions (services)
Highly qualified specialists
Mid-level specialists
Workers involved in the preparation of information, documentation, accounting and maintenance
Workers in the service sector, housing and communal services, trade and related activities
Qualified workers in agriculture, forestry, hunting, fish farming and fishing
Skilled workers in industrial enterprises, arts and crafts, construction, transport, communications, geology and subsoil exploration
Operators, operators, plant and machine operators
Unskilled workers

Thus, the modernization of the education system should be subordinated to the formation of a new quality of the entire Russian education system and ensuring its adequacy to the current and future needs and demands of society. The orientation of the education system towards meeting the real needs of specific consumers should become the basis for attracting additional material, technical and financial resources.

One of the important evidence of the positive impact of changes in production on employment is the increase in the scale of retraining of workers. During the Soviet period, a significant part of enterprises maintained their own personnel training system, ranging from initial on-the-job training of newly hired workers to financing the training of workers in educational institutions. With the onset of market reforms, funds allocated for training and retraining of workers were reduced in some cases to almost zero. As technological innovations were implemented and enterprises found their market niche, they were faced with the need to improve or change the qualifications of workers, search for external specialists, and train new personnel. As a result, the share of funds allocated for these purposes began to increase.

Only at the recent conference “Interaction between employers and industry universities in the agricultural sector on the implementation of regional anti-crisis programs” held in Moscow, several cooperation agreements were signed between the Russian Agrarian Movement and the Moscow State University of Technology and Management. The documents provide for improving the quality of training and retraining of students and workers in the agro-industrial complex, the food industry, and public catering, as well as providing them with guaranteed work.

Summarizing what has been said, we can highlight the following actions that contribute to the development of innovation activity in Russia. In our opinion, it is necessary:

Give universities the opportunity to create small innovative enterprises - otherwise the effectiveness of university innovations will continue to be quite low;

Eliminate the lack of qualified personnel who could accompany complex innovative projects;

Create an educational base that corresponds to the level of technology development;

Organize shared use centers equipped with modern equipment, where several organizations could have access.

Innovations must be introduced by enterprises themselves. This goal is achievable by modernizing equipment while simultaneously restructuring the management structure, improving product quality and taking into account the requirements of end consumers. The task of macroeconomic regulation is to determine priorities for the development of the entire economy, support innovations that are intersectoral in nature and contribute to the development of the country's production potential.

3. Urgent problems of modernization of the general education system / Katanova E. // Economist. – 2008. – No. 12. – P. 84-88.
4. Russian Business Newspaper. – 2009. – March 24.

1

The future of the Russian economy depends on increased innovation activity. The most important factor in implementing the task of innovative development should be an education system that meets the requirements of modern high-tech production and the new business environment. The modernization of higher education in the country is focused on the formation of a highly effective system of universities, primarily federal and national research universities, designed to develop in graduates such competencies that would allow them to initiate new ideas, innovative solutions, technologies and implement them. Real practice shows that graduates of technical and engineering universities lack the necessary competencies in the field of technological entrepreneurship. In this regard, the article proposes to build the learning process in two directions: to expand the list of disciplines available in the curriculum of each specialty that form fundamental and practical knowledge for innovative activities; create an additional independent module to the main educational program, which is interdisciplinary in nature. The structures of the additional educational module are substantiated, as well as new educational technologies that can increase the effectiveness of training at a university.

educational module

competencies

technology entrepreneurship

research universities

education

innovation activity

modernization

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5. Rogov N. S. Will Russia be a world intellectual center? // Independent newspaper. – 01/22/2010.

6. Kharechko A.V., Belyaeva G.D. Innovative strategy for the development of the Russian economy // Sixth All-Russian youth scientific and innovative school “Mathematics and mathematical modeling”: abstracts of reports. All-Russian school (Sarov, April 17–20, 2012). – Sarov, 2012. – pp. 349–354.

7. Shantsev V. Nizhny Novgorod approach to high-tech modernization // Economist. – 2012. – No. 4. – P. 3–6.

Modernization of the Russian economy based on innovation is one of the main goals of the state’s socio-economic policy. Significant investments have been made to stimulate innovation, but there have been no significant changes in this area yet. In the global market for civilian and high-tech products, the share of the Russian Federation is 0.3%, while the share of the USA is 36%, Japan - 30%.

The concept of long-term socio-economic development of the Russian Federation for the period until 2020 at the second stage of development (2013-2020) provides for a breakthrough in increasing the global competitiveness of the economy based on its transition to a new technological base (information, nano-, biotechnologies), as well as diversification of the economy, the formation of a modern system for the development of human potential and the social environment. At the same time, it is emphasized “that the level of competitiveness of a modern innovative economy is largely determined by the quality of professional personnel, the level of their socialization and cooperation. Russia cannot maintain a competitive position in the world economy due to low labor costs and savings on the development of education and healthcare." Consequently, the most important subject of the innovative economy in the new conditions should be the education system, which ensures the generation of knowledge and the formation of an innovative generation of people capable of using it in practical activities. Despite the fact that in recent years the government of the country has taken a number of measures to enhance the innovation activities of higher educational institutions, their effectiveness is low.

The future development of the country requires a transition from a system of mass education, characteristic of an industrial economy, to continuous individualized education, based on the latest achievements of science and focused on the formation of a creative, socially responsible personality. In the modern knowledge economy, higher education should provide training for production structures that create high-tech products and services, and participate in the formation of new knowledge through scientific research and its practical implementation.

Creating an innovative economy without restructuring and modernizing higher education is impossible. National research universities are intended to become a new form of organization of scientific and educational activities that meets world standards of education and science. They are entrusted with solving problems related to the development of a system of fundamental scientific research in priority areas of science, integrating the processes of teaching and research activities, which will allow students to develop the key competencies of generating, searching and analyzing ideas, as well as commercializing research results. National research universities are called upon to become an important communication link in the innovation process. Partnerships with them will not only provide production structures with new ideas, technologies and devices, but will also bring into them a promising creative personality along with the future intellectual products she has already created.

The defining trend in the modernization of education is a pronounced focus on consumers who give preference to the flexibility of professional thinking, communication skills, and the ability to work in a team. Scientific activity is in many ways a project activity, when overall success is predetermined by group work. Consequently, the training of specialists should be based on the principles of personal orientation of education, its information-retrieval nature, liberalization and individualization of the educational process, and a competency-based approach. However, Russian higher professional education is still largely characterized by “pumping” students with highly specialized knowledge. Such specialists, as a rule, are not capable of independent project work, which becomes a serious limitation in the formation of competencies for innovative activities, including in business. To ensure high quality education, a higher education institution must ensure the flexibility of curricula and their orientation to labor markets. Employers should be directly involved in the formation of the curriculum. The formation of such a dynamically developing system for disseminating rapidly changing knowledge will allow universities to create a microclimate for the birth of innovative approaches to learning and create an ecosystem for the development of high-tech entrepreneurship. To produce innovation, from our point of view, the following are necessary: ​​an innovative idea - the concept of a fundamentally new product, the result of an activity; innovation group - a group of like-minded specialists who have proposed and are ready to implement an innovative idea; venture capital - investments necessary to implement an innovative idea; operational scientific and applied knowledge - quick access to the most modern scientific and technological knowledge necessary for the implementation of innovative ideas.

Minimizing the time lag from discovery and invention to its practical implementation requires training specialists capable of not only generating, but also promoting, planning and managing innovative ideas. Moreover, the need to introduce scientific discoveries into the practical sphere of activity forces the innovation group itself to take into account economic factors in planning and managing its idea, thereby involving issues of economic science. Modern innovative activity is hardly possible without understanding the value of an idea as an object of intellectual property and the use of technological monitoring, without knowledge of the basics of managing the activities of interdisciplinary scientific groups, without the skills of drawing up business plans and maintaining accounting and reporting operations.

To implement these new trends, expanding the basic competence of a specialist, it was proposed to develop a special training module at the Sarov Institute of Physics and Technology of the National Research Nuclear University "MEPhI". SarFTI NRNU MEPhI trains specialists for one of the largest research centers not only in Russia, but also in the world - the Russian Federal Nuclear Center - the All-Russian Research Institute of Experimental Physics, as well as a number of enterprises in the Volga region, whose activities are innovative in nature, including for enterprises of the Sistema-Sarov technopark in the village of Satis, Nizhny Novgorod region. Governor of the Nizhny Novgorod Region V.P. Shantsev notes: “This is the only Russian technology park that is part of the International Union of Technology Parks. There are already 24 innovative companies operating there, and in three years there will be at least 70 of them. In the future, our technology park will turn into the largest Russian innovative research center as part of a single innovation cluster that will unite Sarov nuclear scientists.” Graduates of SarFTI NRNU MEPhI conduct research activities in such areas as nuclear energy safety, alternative energy sources, industrial and radiation ecology, microelectronics. They successfully participate in the development of promising supercomputers and supercomputer technologies, in the creation of high-tech products for the oil and gas industry, medicine, transport and communications.

Scientists and specialists, who set themselves, first of all, research goals, strive on their own to develop and promote high-tech products as objects of intellectual property. However, the lack of proper training in the field of technological entrepreneurship, a lack of understanding that modern consumers need new opportunities and new benefits, block the process of effectively involving new technologies in economic circulation. Most of the problems with introducing innovations to the market are explained by the fact that technical graduates lack entrepreneurial competencies. They cannot generate, select and implement innovative ideas based on portfolio matrices and discounted cash flow, analyze competitiveness and product life cycle, form a business structure capable of implementing modern high technologies and producing new goods and services based on them, with subsequent release with them to the markets. Economics faculties of universities teach methods of organizing business in high-tech industries, but do not provide subject knowledge in the field of high technologies and the process of creating innovations. In turn, the training programs for students of technical faculties of most universities do not include studying the basics of entrepreneurship and commercialization of the results of scientific work. As a result, in their future work, both graduates often lack the competencies to create and develop a knowledge-intensive business. There is a need to consider possible areas of personnel training that connect education, science and business in a single innovation process. The problem of training such specialists has become especially acute due to the fact that research organizations and enterprises of the Nizhny Novgorod region began to actively develop areas of conversion activity and enter into international cooperation within the framework of joint scientific research and applied developments with the world's leading corporations.

The solution to the personnel problem is long-term. It requires careful development, formation and testing of educational programs that focus on innovation, a scientific basis and rely on the creativity of innovative groups. The learning process, in our opinion, needs to be built in the direction of expanding the disciplines available in the curriculum of each specialty, which are the foundation for innovation and the creation of an additional, independent module to the main educational program.

Within the framework of the additional module, the following tasks of graduate training should be solved:

· development of entrepreneurial thinking;

· mastery of methods and tools for monitoring and analyzing markets and the competitive environment;

· acquiring knowledge and skills in the field of modern management, developing business plans based on specific scientific and technological ideas;

· development of skills in finding sources of project financing, forming a budget and assessing the effectiveness of innovative projects;

· acquisition of teamwork skills.

The structure of the additional educational module we propose is presented in Figure 1. It can be considered as an example. When adapting it for use in other institutions of higher professional education, it is necessary to take into account the profile of basic training. For specialists with a research technical profile, it is possible to strengthen the components of business education, for specialists in economics - components related to technologies and trends of modern science. This requires the creation of interdisciplinary and corporate educational programs, the consolidation of teaching staff in various fields, the formation of a new generation of creative teachers, and changes in the content and methodology of education.

Rice. 1. Structure of the additional educational module

Significant changes will be required in the organization of educational and research processes. Along with lectures, seminars, and discussions, it is necessary to use modern educational methods and technologies:

· a system of workshops that will allow the development of entrepreneurial competencies as groups work on organizational business structures and specific business plans;

· approaches based on “Creative workshops for students”, which provide for the organization of independent work of students based on materials from the practical activities of real innovative enterprises collaborating with SarFTI, and the formation of original cases of students;

· master classes - learning technologies based on the experience of successful entrepreneurs and managers of enterprises working in the field of high technology;

· organizing discussion meetings and open lectures by leading experts in the field of innovation and technological entrepreneurship;

· active use of Internet resources.

Thus, the modernization of higher professional education should be focused on the strategic needs of the economy and society. Solving this problem will require profound transformations in the system of higher professional education based on the integration and networking of universities, research organizations, businesses, authorities and public structures.

Reviewers:

Neretina E. A., Doctor of Economics, Professor, Head of the Department of Marketing, Federal State Budgetary Educational Institution of Higher Professional Education "Mordovia State University named after. N.P. Ogareva", Saransk.

Krakovskaya I. N., Doctor of Economics, Associate Professor, Associate Professor of the Department of Economics and Logistics, Mordovian State University named after. N.P. Ogareva", Saransk.

Bibliographic link

Belyaeva G.D., Makarets A.B., Fedorenko G.A. TRAINING PERSONNEL FOR INNOVATIVE ECONOMY IN THE CONDITIONS OF MODERNIZING THE SYSTEM OF HIGHER PROFESSIONAL EDUCATION // Modern problems of science and education. – 2012. – No. 6.;
URL: http://science-education.ru/ru/article/view?id=7572 (access date: 09/17/2019). We bring to your attention magazines published by the publishing house "Academy of Natural Sciences"

CONCEPT OF STAFFING FOR INNOVATION ACTIVITY AS A SUBSYSTEM OF THE INNOVATION SYSTEM OF THE MOSCOW REGION

GENERAL PROVISIONS

The Concept addresses the issues of creating and developing a system for staffing the sphere of innovation activity as a subsystem of the innovation system of the Moscow region in the light of the tasks defined by the Main Directions of the Policy of the Russian Federation in the field of development of the innovation system for the period until 2010, Address to the Federal Assembly of the Russian Federation by the President of the Russian Federation V.V. Putin, by order of the President of the Russian Federation to implement a pilot project on the territory of the Moscow region for the practical development of elements of the national innovation system and mechanisms of interaction in the innovation process of state authorities and local self-government; The Decree of the Government of the Moscow Region “On approval of priority measures for the implementation on the territory of the Moscow Region of a pilot project for the practical development of elements of the national innovation system and mechanisms of interaction in the innovation process of state authorities and local self-government”, decisions of the Interdepartmental Commission to ensure the implementation of a pilot project on the territory of the Moscow Region practical development of elements of the national innovation system and mechanisms of interaction in the innovation process of state authorities and local self-government and the law of the Moscow region “On scientific, scientific, technical and innovative activities in the territory of the Moscow region.”

This Concept was developed in cooperation with the Ministry of Industry and Science of the Moscow Region, the Ministry of Education of the Moscow Region, the Main Directorate for Labor and Social Affairs of the Moscow Region and the Committee on Entrepreneurship of the Moscow Region with the municipal authorities of the cities of Troitsk, Fryazino, Chernogolovka, as well as with leading educational institutions implementing training programs for organization and management in the field of innovation, taking into account the prospects for the development of innovation infrastructure, plans for scientific, technical and innovative development of the Moscow region.

The subject of the Concept is to determine the basic principles and forms of interaction between government bodies, local government of the Moscow region, subjects of educational activities, innovation infrastructure, industrial enterprises, scientific and scientific-production organizations and professional associations of employers in implementing the task of forming a system of personnel support for the sphere of innovation activity in the Moscow region areas.

The object of the Concept is the relationships that arise when solving the problem of training personnel in organization and management for the field of innovative activity between state authorities and local governments of the Moscow region, subjects of educational activities, innovation infrastructure, manufacturing enterprises, scientific and scientific-technical organizations of the Moscow region, professional associations of employers.

The concept contains the following sections:

Section 1. The state and problems of staffing the sphere of innovation activity.

Section 2. The purpose and objectives of the staffing system for the sphere of innovation activity.

Section 3. Interaction between state authorities and local self-government of the Moscow region, subjects of educational activities and innovation infrastructure, production and scientific and technical organizations, professional associations of employers in the formation and development of a staffing system for the sphere of innovation activity.

Section 4. Main directions, stages and measures for the development of the staffing system for the sphere of innovation activity as a subsystem of the innovation system of the Moscow region.

Section 6. Financing of the staffing system for the sphere of innovation activity in the Moscow region.

1 STATE AND PROBLEMS OF STAFFING IN THE SPHERE OF INNOVATION ACTIVITY

The Main Directions of the Policy of the Russian Federation in the field of development of the innovation system for the period up to 2010 especially emphasizes the importance of the relationship of state policy in this area with the sustainable functioning of the system of continuous training of personnel in management in the field of innovation.

“The main directions of the policy of the Russian Federation in the field of development of the innovation system for the period until 2010” consider “the development of a system of continuous training of personnel in organization and management in the field of innovation activity” as one of the main measures for the “implementation of state policy in the field of development of the innovation system”, “which is intended to become one of the tools for the dynamic development of the national economy... through the introduction and commercialization of scientific and technical developments and technologies.....”

In his message to the Federal Assembly of the Russian Federation, President of the Russian Federation V.V. On May 10, 2006, Putin said: “In general, today we need an innovative environment that will put the production of new knowledge on stream…. The government must put things in order with the content of vocational education programs. Moreover, this must be done together with representatives of business and social sectors, for whom, in fact, specialists are trained. It is necessary to create a system of objective, independent external control over the quality of the knowledge obtained.”

In accordance with the instructions of V.V. Putin dated April 16, 2003 No. PR-645, a pilot project is being implemented in the Moscow region to practically test the elements of the national innovation system and the mechanisms of interaction between state authorities and local self-government in the innovation process.

Governor of the Moscow Region B.V. Gromov, when summing up the results of the Government’s work for 2005 and the tasks for 2006, strictly demanded “to begin specific work and evaluate specific results” on the implementation in the Moscow region of a pilot project for the practical development of elements of the national innovation system and mechanisms of interaction in the innovation process of state authorities and local authorities self-government.

Thus, starting from the above-mentioned documents, the development of the concept was carried out based on the following basic principles:

the development of a system of continuous training of personnel in organization and management in the field of innovation activity is one of the most important measures of state policy in the field of formation of a national innovation system;

the creation of training centers for innovation activities is a prerequisite for the formation and development of a system of continuous training of personnel in organization and management in the field of innovation activities

creation of a system of objective, independent external control over the quality of personnel training
is a necessary element of creating a system for staffing innovation activities.

As world experience shows, to staff the sphere of innovation activity in each sector of the economy, managers and specialists with special training and possessing specific knowledge, skills and abilities are required to ensure the effectiveness of the innovation process in the relevant subject area.

Currently, more than 183 educational entities are training personnel in the Moscow region.

However, the problem of training, professional retraining, advanced training of personnel in organization and management in the field of innovation, from the point of view of participants in innovation processes, remains unresolved, both in quantitative and qualitative terms.

According to preliminary estimates, based on data from a pilot marketing study, about 3.5 thousand specialists in organization and management in the field of innovation activity need to be trained annually for the Moscow region.

However, the number of trained specialists and the level of their training do not fully meet the requirements of the Governor and the Government of the Moscow Region to ensure the formation of the innovation system of the Moscow Region.

In the Moscow region there is no single center (body) developing a strategy and coordinating the training of personnel in the organization and management of innovation activities.

At the municipal level, there are no training centers for innovation activities, which should provide training under advanced training programs for state and municipal employees, managers and specialists of the infrastructure of innovation activities, industrial enterprises, scientific and scientific-technical organizations and provide consulting services in the field of innovation activities with attracting the best specialists from the Moscow region.

Due to the low development of innovation culture in society, as well as insufficient promotion of successes and experience in the field of innovation in the media, some of the specialists who have undergone retraining and advanced training have problems of being in demand in the Moscow region.

Issues of training personnel for organization and management in the field of innovative activity are resolved by various state authorities and local governments with insufficient coordination of actions and with insufficient support for studying the real needs for personnel for innovative development programs in the region. Such activities are not systemic in nature.

In educational institutions of innovation infrastructure, state authorities and local self-government there is no common understanding of the content of training programs for organization and management in the field of innovation. The needs of employers and innovation infrastructure for personnel have not been sufficiently studied.

Developed based on a study of the opinions of heads of innovative organizations and approved by the Russian Ministry of Labor in 2004, the Professional Standard for the profession “Manager of Innovative Activities in the Scientific, Technical and Production Spheres” is not fully used to formulate the content of educational programs. The qualification level of employees of enterprises and organizations in the field of innovation management is significantly inferior to the requirements imposed on the labor market.

There is no training of teams of specialists capable of implementing investment projects and programs for innovative development of territories, industries and organizations, taking into account industry (subject) specifics.

To train personnel in the organization and management of innovative activities, there are not enough qualified teaching staff, there is a significant dispersion in the level of their qualifications, the educational, methodological and material and technical base is insufficient, and public opinion about the need for such training has not been formed.

Currently, the most acute need for training is for the following categories of managers and specialists:

1) government bodies of the Moscow region responsible for the formation and management of the innovation system of the Moscow region;

2) local government bodies of municipalities with a high concentration of innovative potential, interested in the innovative development of their territories;

3) innovation infrastructure (technology parks, innovation technology centers, technology transfer centers, venture funds, etc.);

4) industrial enterprises, scientific and scientific-production organizations,

5) small innovative and technological firms.

Due to the fact that it is impossible to simultaneously increase the number of personnel in organization and management in the field of innovative activity to the required level, special attention should be paid to the training of teachers and consultants who, focusing initially in training and consulting centers at the municipal level, will be able through programs advanced training and consulting activities to meet the needs of organizations located in municipalities.

2 PURPOSE AND TASKS OF THE HUMAN RESOURCE SYSTEM IN THE SPHERE OF INNOVATION ACTIVITY

The goal of forming a staffing system for the sphere of innovation activity in the Moscow region is to impart a new quality to innovation activity and, on this basis, increase the share of competitive innovative products in the production structure of the Moscow region.

To achieve this goal, the following interrelated tasks should be solved as a matter of priority:

Organization of interaction between government bodies, local governments, subjects of educational activities, innovation infrastructure, manufacturing enterprises, scientific and scientific-technical organizations of the Moscow region in the interests of personnel support for the sphere of innovation activity;

Development and subsequent approval of a set of documents for legislative, legal and normative-methodological support of the staffing system for the sphere of innovation activity;

Modernization of the content and structure of professional retraining and advanced training of personnel in organization and management in the field of innovative activity in accordance with the needs of innovation-oriented competitive sectors of the economy of the Moscow region;

Formation of a system for monitoring and forecasting the needs for training, retraining and advanced training of personnel in the organization and management of innovative activities in the Moscow region;

Creation of a network of municipal training and consulting centers that implement plans for retraining and advanced training of personnel in the organization and management of innovation activities in the territories of municipalities of the Moscow region with a high concentration of innovation potential, including science cities, Academic Towns, special economic zones, closed administrative-territorial entities and other types technopolises;

Creation of conditions for continuous professional growth of teaching staff conducting training in organization and management in the field of innovative activity in the Moscow region;

Creation of a system for monitoring the quality of personnel training for organization and management in the field of innovation;

Formation of a system of independent external quality control of personnel training for organization and management in the field of innovation activities together with representatives of business and social sectors;

Development and organization of implementation of the Governor's training program for organization and management in the field of innovative activity for the period until 2010;

Development and organization of implementation of a comprehensive plan of main activities for the creation and development of a staffing system for the sphere of innovation activity in the Moscow region for the period until 2010;

Formation of an innovative culture and public opinion about the need to train personnel in organization and management in the field of innovation, promoting the success and experience of training personnel in organization and management in the field of innovation in the media.

As part of the staffing system for innovation activities in the Moscow region, it is necessary to expand the scale and achieve a new quality of training of qualified personnel in accordance with the needs of the regional and municipal labor markets in the interests of accelerating the socio-economic development of the Moscow region.

3. INTERACTION OF STATE AUTHORITIES AND LOCAL GOVERNMENT OF THE MOSCOW REGION, SUBJECTS OF EDUCATIONAL ACTIVITIES AND INNOVATION INFRASTRUCTURE, PRODUCTION AND SCIENTIFIC AND TECHNICAL ORGANIZATIONS, PROFESSIONAL ASSOCIATIONS OF EMPLOYERS IN THE FORMATION AND DEVELOPMENT OF A HUMAN RESOURCE SYSTEM IN THE SPHERE OF INNOVATION ACTIVITY

3.1 Coordination of the activities of executive authorities, local self-government of subjects of educational activity and innovation infrastructure, production and scientific and technical organizations, professional associations of employers of the Moscow region on staffing the sphere of innovation activity

Coordination of staffing in the sphere of innovation activity is entrusted to the authorized executive body of the Moscow region in the field of industrial policy and innovation activity - the Ministry of Industry and Science of the Moscow Region.

For the purpose of coordination, the Government of the Moscow Region is creating a permanent Interdepartmental Working Group for staffing the sphere of innovation activities.

The Chairman of the permanent Interdepartmental Working Group on staffing the sphere of innovation activity is approved by the Decree of the Government of the Moscow Region.

The chairman of the commission is at the same time a member of the Interdepartmental Commission to ensure the implementation of a pilot project on the territory of the Moscow region for the practical development of elements of the national innovation system and mechanisms of interaction in the innovation process of state authorities and local self-government.

The working group includes managers and specialists:

Ministry of Industry and Science of the Moscow Region,

Ministry of Education of the Moscow Region,

Main Directorate for Labor and Social Issues of the Moscow Region,

Committee on Entrepreneurship of the Moscow Region,

local government bodies with high innovative potential, implementing programs for innovative development of municipalities,

subjects of educational infrastructure involved in training personnel for organization and management in the field of innovation,

subjects of the innovation system infrastructure of the Moscow region,

manufacturing enterprises, scientific and scientific-technical organizations implementing innovative development programs;

professional associations of employers.

To implement the decisions of the Interdepartmental Working Group, coordinate actions in building a staffing system for the sphere of innovation activity and create a system of objective, independent external control over the quality of training of specialists, the Moscow Regional Coordination Center for staffing the sphere of innovation activity is being created.

The Moscow regional coordination center for staffing the sphere of innovation activity is created in the organizational and legal form of a non-profit partnership of subjects of educational activity, innovation infrastructure and associations of employers of the Moscow region.

In order to organize the interaction of all interested parties and state regulation of the processes of creating a staffing system in the Moscow region, the Supervisory Board of the NP “Moscow Regional Coordination Center for Staffing in the Sphere of Innovation Activity” is being created, which also includes representatives of state authorities and local self-government.

At the municipal level, staff development and consulting activities are carried out by municipal training and consulting centers in the field of innovation, which, in collaboration with local governments, innovation infrastructure organizations at the municipal level, subjects of the educational infrastructure of the municipal level, enterprises and professional associations of employers:

organize retraining and advanced training of personnel in organization and management in the field of innovative activity (primarily state and municipal employees, managers and specialists of innovation infrastructure, industrial enterprises, scientific and scientific-technical organizations);

carry out consulting activities in the interests of innovation infrastructure, enterprises and organizations, especially small innovation and implementation firms;

participate in the development and implementation of innovative projects of enterprises and programs for innovative development of municipalities.

The status of the Municipal Training and Consulting Center for the Sphere of Innovation Activity (Training Center for Organization and Management in the Sphere of Innovation Activities) may be granted to:

educational institutions of higher professional education or their structural divisions;

institutions of further education or their structural divisions;

any organizations, regardless of their main type of activity, implementing additional professional educational programs for training personnel in organization and management in the field of innovation.

3.2 Activities of public authorities of the Moscow region in terms of staffing the sphere of innovation activity

3.2.1 Government of the Moscow Region:

a) approves a comprehensive action plan for the development of a staffing system for the sphere of innovation activity in the Moscow region for the period until 2010;

b) approves the Governor's training program for organization and management in the field of innovation for the period until 2010, prepares proposals for financing the Governor's program with the involvement of budgetary and extra-budgetary funds;

c) creates conditions for the formation of an innovative culture and public opinion about the need to train personnel in organization and management in the field of innovation, promoting the successes and experience of training personnel in organization and management in the field of innovation.

3.2.2 Moscow Regional Duma:

a) approves the budget expenditures of the Moscow Region for the implementation of:

a comprehensive action plan for the development of a staffing system for the sphere of innovation activity in the Moscow region;

Governor's training program for organization and management in the field of innovation;

b) in the prescribed manner, considers proposals from subjects of legislative initiative to improve legislation in the field of state support for staffing the sphere of innovation activity in the Moscow region.

3.3 Activities of local government bodies of the Moscow region in terms of staffing the sphere of innovation activities

Local governments of municipalities with high innovation potential:

a) within the framework of the innovative development program of the municipality, approve a training program for managers and specialists in organization and management in the field of innovative activity;

b) organize interaction with the municipal training and consulting center in the field of innovation;

c) organize forecasting of personnel needs for the field of innovation activity in municipalities;

d) organize training for managers and specialists of local government bodies under retraining and staff development programs for organization and management in the field of innovative activity;

e) contribute to the formation of an innovative culture and public opinion about the need for training in organization and management in the field of innovation, promoting the success and experience of training in organization and management in the field of innovation in the media in the territory of the municipality.

3.4 Activities of the permanent Interdepartmental Working Group on staffing the sphere of innovation activities

The main goal of the creation and functioning of a permanent Interdepartmental Working Group is to develop a strategy for the formation of a system of continuous education in the innovation sphere of the Moscow region and organize interaction between government bodies, local governments, subjects of educational activities, innovation infrastructure, manufacturing enterprises, scientific and scientific-technical organizations of the Moscow region in the interests of personnel support for the sphere innovation activity.

Permanent Interdepartmental Working Group for Staffing in the Sphere of Innovation:

a) develops a strategy for the formation and development of a system of continuous education in the innovation sphere of the Moscow region;

b) coordinates the activities of state authorities and local self-government in staffing the sphere of innovation activity as a subsystem of the innovation system of the Moscow region;

c) analyzes the state and quality of personnel training in organization and management in the field of innovative activity in the Moscow region;

d) organizes the implementation of the Governor's training program for organization and management in the field of innovative activity for the period until 2010;

e) organizes the implementation of a comprehensive plan of main activities for the development of the system of personnel support for the sphere of innovation activity in the Moscow region for the period until 2010;

f) forms proposals for amending legislative acts of the Moscow region in the field of staffing innovation activities;

g) analyzes the provision of manufacturing enterprises, scientific and scientific-technical organizations applying for support from the Government of the Moscow Region with qualified personnel in the field of innovation, takes measures to meet the needs;

h) ensures the implementation of a set of measures to form an innovative culture and public opinion on the need to train personnel in organization and management in the field of innovation, promoting the success and experience of training personnel in organization and management in the field of innovation in the Moscow region media.

3.5 Goals and main functions of the Moscow Regional Coordination Center for Staffing in the Sphere of Innovation

The main goals of the Moscow Regional Coordination Center for Staffing in the Sphere of Innovation Activity is organizational work to implement the decisions of the Interdepartmental Working Group on coordinating the actions of subjects of educational and innovation infrastructures of the Moscow Region in order to form and develop a system of staffing for innovation activity.

The main functions of the Moscow Regional Coordination Center for Human Resources in the Sphere of Innovation:

a) coordination of the activities of subjects of the educational and innovation infrastructure of the Moscow region in training personnel for organization and management in the field of innovation activities in the manner established by the regulations of government authorities of the Moscow region;

b) promoting the creation of a system of objective, independent external control over the quality of knowledge obtained jointly with representatives of business and social sectors;

c) organizational and methodological support for the interaction of government bodies, local governments, subjects of educational activities, innovation infrastructure, manufacturing enterprises, scientific and scientific-technical organizations of the Moscow region in the interests of personnel support for the sphere of innovation activity;

d) promoting the establishment in the Moscow region of a system of social and professional certification of specialized educational programs for training personnel in organization and management in the field of innovative activity;

e) monitoring of educational activities for training personnel for the field of innovation activities in the Moscow region;

f) facilitating the formation, on the basis of proposals from the executive authorities of the Moscow region and local government, of a network of municipal training and consulting centers in the field of innovation activity and providing them with scientific, methodological and consulting support;

g) organizing monitoring of personnel needs for organization and management in the field of innovation activities on orders from state authorities, local governments and other interested organizations;

h) participation in the development and implementation of the Governor's training program for organization and management in the field of innovative activity for the period until 2010;

i) participation in the development and implementation of a comprehensive plan of main activities for the development of the system of personnel support for the sphere of innovation activity in the Moscow region for the period until 2010;

j) preparation of analytical materials on the state of training, professional retraining and advanced training of personnel in organization and management in the field of innovative activity at the request of government authorities and management, other interested organizations;

k) study, generalization and dissemination of best practices in the field of training, professional retraining and advanced training of personnel in organization and management in the field of innovation based on an analysis of existing practice;

l) preparation of proposals for legislative and regulatory acts of the Moscow region regulating staffing in the sphere of innovation activity;

o) providing scientific-organizational and scientific-methodological support for training, professional retraining and advanced training of teachers, managers and specialists in the field of innovation activity in the Moscow region;

o) organization of retraining and advanced training of state and municipal employees, as well as teacher-consultants of subjects of educational activities of the innovative infrastructure of the Moscow region;

p) holding scientific and methodological seminars and conferences on issues of staffing the sphere of innovation activity, preparing for the publication of educational and methodological materials for staffing the sphere of innovation activity;

c) development, creation and maintenance of an information and analytical system that provides reference and analytical information to public authorities of the Moscow region, local government and participants in the innovation process at their requests;

r) creation and maintenance of the center’s website;

s) implementation of a set of measures to form an innovative culture and public opinion about the need to train personnel in organization and management in the field of innovation, promoting the success and experience of training personnel in organization and management in the field of innovation in the Moscow region media.

3.6 Functions of the municipal training and consulting center for innovation activities

Functions of the municipal training and consulting center for innovation activities:

a) training in advanced training programs for personnel in organization and management in the field of innovation;

b) forming teams of consultants for the implementation of specific innovation projects on orders from interested organizations;

c) assistance in the development of programs for innovative development of municipalities on orders from interested organizations;

d) studying the needs for personnel for innovative activities in municipalities on orders from self-government bodies and interested organizations;

e) preparation of materials for the information and analytical system of the Moscow Regional Coordination Center for Personnel Support in the Sector of Innovation Activity;

f) implementation of a set of measures to form an innovative culture and public opinion about the need to train personnel in organization and management in the field of innovation, promoting the success and experience of training personnel in organization and management in the field of innovation in the municipal media.

4 MAIN DIRECTIONS, STAGES AND MEASURES FOR THE DEVELOPMENT OF THE HUMAN RESOURCE SYSTEM IN THE SPHERE OF INNOVATION ACTIVITY AS A SUBSYSTEM OF THE INNOVATION SYSTEM OF THE MOSCOW REGION

The development of the system of personnel support in the sphere of innovation activity should lead to the achievement of a new quality of personnel training in organization and management in the field of innovation activity and an increase in their number, which will allow achieving a new quality of innovation activity and, on this basis, increasing the share of competitive innovative products in the production structure of the Moscow region.

The development of the system should be carried out in stages, taking into account the implementation of the Main Directions of the Policy of the Russian Federation in the field of development of the innovation system for the period until 2010, Order of the President of the Russian Federation dated April 16, 2003 No. PR-645 on the implementation of a pilot project on the practical development of elements in the Moscow region national innovation system and mechanisms of interaction in the innovation process of state authorities and local self-government, the Federal Target Program for the Development of Education for 2006 - 2010, the Law of the Moscow Region “On Scientific, Scientific, Technical and Innovative Activities on the Territory of the Moscow Region”, Resolutions of the Government of the Moscow Region region dated 04/05/2004 No. 183/13 “On approval of priority measures for the implementation in the Moscow region of a pilot project for the practical development of elements of the national innovation system and mechanisms of interaction in the innovation process of state authorities and local self-government”, other laws and regulations Moscow region.

At the first stage - 2006, the development and approval of the concept of staffing the sphere of innovation activity and the creation on its basis of a system of staffing the sphere of innovation activity as a subsystem of the innovation system of the Moscow region is carried out, systematic work is provided on training personnel for the organization and management in the field of innovation activity on the territory of the Moscow region region, mechanisms for interaction between state authorities and local governments, as well as specialized organizations, are being developed.

To this end, the following tasks are solved.

Development of a concept for staffing the sphere of innovation activity as a subsystem of the innovation system of the Moscow region. The development should be carried out in cooperation with the Ministry of Industry and Science of the Moscow Region, the Ministry of Education of the Moscow Region, the Main Directorate for Labor and Social Affairs of the Moscow Region and the Committee on Entrepreneurship of the Moscow Region, as well as with municipal authorities, taking into account the prospects for the development of innovative infrastructure, plans for scientific- technical and innovative development of the Moscow region.

A study of the state of training in organization and management in the field of innovation in the Moscow region with the aim of developing recommendations for the formation of a network of municipal training and consulting centers and improving the quality of training in organization and management in the field of innovation. Monitoring the current system of training personnel for organization and management in the field of innovation activity should be carried out taking into account the methodology for similar monitoring of the activities of educational institutions of the innovation infrastructure of Russia, developed by order of the Federal Agency for Science and Innovation. Based on the monitoring results, a register should be compiled and a database created of educational entities engaged in training (retraining, advanced training) of personnel in the organization and management of innovation activities in the Moscow region.

Development of proposals for organizing interaction between state authorities, local governments, subjects of educational activities, innovation infrastructure, manufacturing enterprises, scientific and scientific-technical organizations of the Moscow region in the interests of personnel support for the sphere of innovation activity.

Creation of a permanent Interdepartmental working group on staffing in the sphere of innovation activities.

Creation of the Moscow regional coordination center for staffing the sphere of innovation activity in Krasnogorsk, Moscow region.

Scientific, methodological and organizational support for the creation and functioning of the Moscow Regional Coordination Center for Human Resources in the sphere of innovative activity should contain a description of the main areas of activity, operating principles, structure and staffing, and an assessment of the annual budget. At the first stage, the Moscow Regional Coordination Center for Staffing the Sector of Innovation Activity is created as a division of the Academy of National Economy under the Government of the Russian Federation, which is working to develop scientific, methodological and organizational support for the creation and functioning of the center as a non-profit partnership of subjects of educational and innovation infrastructures and associations of employers of the Moscow region with the participation of interested representatives of state authorities and local government in the Supervisory Board of the non-profit partnership. At this stage, the center initiates the establishment of a system of objective, independent external control over the quality of knowledge obtained, together with representatives of business and social sectors.

1. Creation of pilot municipal training and consulting centers in the field of innovation in the cities of Chernogolovka and Fryazino, Moscow Region, presentation of centers for the regional system of personnel support for innovation. Scientific, methodological and organizational support for the creation and functioning of pilot municipal training and consulting centers must contain a description of the main activities, principles of operation, structure and staffing, and an assessment of the annual budget.

2. Development of a comprehensive plan for the main activities for the development of the staffing system for the sphere of innovation activity in the Moscow region for the period until 2010, assessment of sources of financing for the implementation of the plan with the involvement of budgetary and extra-budgetary funds.

3. Development of the Governor's training program for organization and management in the field of innovative activity for the period until 2010 and preparation of proposals for financing the Governor's program with the involvement of budgetary and extra-budgetary funds.

4. Development of scientific and methodological support for the creation of a personnel training system for organization and management in the field of innovative activity and its testing during the scientific and practical conference “Staffing for innovative activities of organizations in the Moscow region.”

5. Development of a mechanism for interaction between the Moscow Regional Coordination Center for Human Resources in the sphere of innovation activity and municipal training and consulting centers. The mechanisms should be tested using the example of interaction between the Moscow Regional Coordination Center in Krasnogorsk and pilot municipal training centers in the cities of Chernogolovka and Fryazino, Moscow Region. During testing, a professional development program should be carried out for specialists in innovation management at the Scientific Center of the Russian Academy of Sciences in Chernogolovka.

6. Formation of proposals for amendments to legislative and regulatory acts of the Moscow region. Acts must be adopted to ensure the implementation of the Governor's training program for organization and management in the field of innovation activity for the period until 2010 and a comprehensive plan of major activities for the development of the system of personnel support for the sphere of innovation activity in the Moscow region for the period until 2010.

7. Development of a set of measures to form an innovative culture and public opinion about the need to train personnel in organization and management in the field of innovation, promoting the success and experience of training personnel in organization and management in the field of innovation in the Moscow region media.

At the second stage 2007-2008. Mechanisms for effective management of the staffing system for the sphere of innovation are being formed, and the necessary legal, regulatory and methodological support for its activities is being developed.

The main directions and priority measures of this stage are:

Practical testing of mechanisms for effective management of the staffing system for the sphere of innovation activity in the Moscow region.

Improving the mechanisms of interaction between government bodies, local government, subjects of educational activities, innovation infrastructure, manufacturing enterprises, scientific and scientific-technical organizations of the Moscow region in the interests of personnel support for the sphere of innovation activity.

Improving the principles of functioning and structure of the Interdepartmental Working Group on Staffing in the Sphere of Innovation, the Moscow Regional Coordination Center for Staffing in the Sphere of Innovation, in order to solve the problem of effective coordination of the actions of the subjects of the staffing system in the sphere of innovation. Creation of the Moscow regional coordination center for staffing the sphere of innovation activity as a non-profit partnership of subjects of educational and innovation infrastructures and associations of employers of the Moscow region with the participation of interested representatives of state authorities and local self-government in the Supervisory Board of the non-profit partnership.

Creation of professional associations of employers in the Moscow region as full-fledged subjects of the development of the system of personnel support for innovation activities in order to give practical orientation to training programs for organization and management in the field of innovation activities, taking into account the requirements of the labor market, attracting additional intellectual and material resources to the development of the innovation system.

Development of a system of objective, independent external control over the quality of acquired knowledge together with representatives of business and social sectors, the establishment in the Moscow region of a system of social and professional certification of specialized educational programs for training personnel in organization and management in the field of innovation.

At the third stage - 2009-2010. it is necessary to fully implement the measures outlined above, in particular those that were experimentally tested, to deploy new models of the content of training in organization and management in the field of innovation based on an analysis of the experience and specific conditions of the Moscow region.

2. Deployment of a network of municipal training and consulting centers in the field of innovation, improving the principles of their functioning and structure.

3. Development and adoption of legislative, legal, regulatory and methodological support for the staffing system in the sphere of innovation activity.

4. Implementation of mechanisms for the formation of a unified information and methodological space for the system of personnel support in the sphere of innovation activity, which includes:

4.1 creation of a unified information and analytical system to support continuous training of personnel in organization and management in the field of innovation activity, including a regional register of subjects of educational activity of innovation infrastructure;

4.2 development of a new generation of educational and educational-methodological support for training personnel in organization and management in the field of innovation, reflecting the changing situation in the innovation market;

4.3 the use of external information resources and distance learning technologies in the process of training personnel in organization and management in the field of innovation;

4.4. ensuring the availability of all forms of training in organization and management in the field of innovation through the use of Internet resources.

5. Implementation of a comprehensive plan of main activities for the development of the system of personnel support for the sphere of innovation activity in the Moscow region for the period until 2010.

6. Implementation of the Governor's training program for organization and management in the field of innovation for the period until 2010.

7. Implementation of a set of measures to create an innovative culture and public opinion on the need to train personnel in organization and management in the field of innovation, promoting the success and experience of training personnel in organization and management in the field of innovation in the Moscow region media.

At the third stage- 2009-2010 it is necessary to fully implement the measures outlined above, in particular those that were experimentally tested, to deploy new models of the content of training in organization and management in the field of innovation based on an analysis of the experience and specific conditions of the Moscow region.

5 FINANCING THE STAFF SYSTEM FOR INNOVATION ACTIVITIES IN THE MOSCOW REGION

Financing of the staffing system for the sphere of innovative activity in terms of the implementation of higher professional education programs and programs of additional professional education is carried out in accordance with current legislation.

The work of the permanent Interdepartmental Working Group on staffing the sphere of innovative activity and professional associations of employers is carried out on a voluntary basis.

The Moscow Regional Coordination Center for Human Resources for Innovation Activity operates as a legal entity and is financed by members of a non-profit partnership.

Municipal training and consulting centers in the field of innovation operate on the principles of self-financing from educational and consulting activities.

The implementation by educational and consulting centers of training programs for innovative activities (Governor's Program) is financed on a shared basis from the budget of the Moscow Region, with the involvement of at least 50% of extra-budgetary funds from interested subjects of innovative activity that have approved innovative development programs.

The budget of the Moscow Region finances the implementation of training programs for managers and specialists of public authorities in the Moscow Region.

The budgets of municipalities finance the implementation of training programs for managers and specialists of local governments in the interests of innovative development of the municipality.

The implementation of the Governor's training program for organization and management in the field of innovative activity for the period until 2010 is carried out on a shared basis, with the involvement of at least 50% of extra-budgetary funds, with interested legal entities and individuals (enterprises implementing innovative projects, venture and other funds, municipalities implementing innovative development programs).

Funds for state support of enterprises and municipalities are allocated only if they have Innovative Development Programs, which must necessarily include a subprogram for personnel training, including organization and management in the field of innovative activity.

Thus, the market principle of training is being implemented and steps are being taken to form and develop a civilized market in the educational activities of training personnel in organization and management in the field of innovation.

V.G.Zinov- Dean of the Faculty of Innovative and Technological Business of the State Educational Institution of Higher Professional Education Academy of National Economy under the Government of the Russian Federation, Doctor of Economics

I.I.Kuzmenkova- Executive Director of the Faculty of Innovative and Technological Business, State Educational Institution of Higher Professional Education, Academy of National Economy under the Government of the Russian Federation

V.G.Yashin- Director of the National Information and Analytical Center for Monitoring Personnel Training for Scientific and Innovation Activities of the State Educational Institution of Higher Professional Education Academy of National Economy under the Government of the Russian Federation, Candidate of Technical Sciences

"HR Officer. Personnel Management (Personnel Management)", 2013, N 1

ANALYSIS OF PROBLEMS OF INNOVATION ACTIVITY AND PERSONNEL TRAINING

The Russian economy is not innovative in nature and is still an economy in transition, which is justified by the high risks of investing in the innovation sector. Mitigation of this situation is seen through the development of public-private partnerships, the creation of a national innovation system, the innovative activity of the Russian economy, and the training of personnel with new thinking.

Innovative activity and innovative economic development

The current situation in the world economy and a comparative analysis of the state of affairs in the Russian economy allow us to draw a key conclusion that the Russian economy does not have the character of an innovative economy, but is still an inefficient raw material economy of the transition period, which is justified by large innovation risks and the cost of investment in the innovation sector . Mitigation of this situation is seen in the following ways:

a) development of public-private partnership;

b) creation and development of a national innovation system;

c) innovative activity of the Russian economy;

d) retraining and training of personnel of new thinking.

Understanding innovative activity will allow us to study the essence of innovative development of the economy, and the term “development” as a concept indicating qualitative changes in the economy as a whole and separately in business entities with expanded opportunities.

The following facts of the current situation are known:

Data on the initial stage of the innovation chain - block "Knowledge": 12% of the number of scientists in the world (that is, the number of scientists in the Russian Federation) create only 0.3% of the world's high-tech products;

Data on the final stage of the innovation chain - block "Final innovative products": only 7 - 10% of Russian products are innovative in comparison with 70 - 80% of the volume of innovative products in developed foreign countries.

Note that the profitability of venture business in Russia is 10 - 15%, and in the West it is 40%. According to the conclusion of the Accounts Chamber of the Russian Federation for 2012, in terms of the volume of intangible assets (IIA) assessed and recorded on the balance sheet of enterprises, Russia is far from being in the top ten in the world, which, of course, does not correspond to actual reality on formal grounds. For example, the company "ANTK im. Ilyushin" has intangible assets on its balance sheet for an insignificant amount; 5.5% of the total industrial output is considered innovative products. There is a situation when an enterprise has, at best, registered a patent for some type of product.

The problem in innovation activity is the lack of personnel, both determining innovation policy in the regions and working in the innovation field. These are state and municipal employees, managers and specialists of the real sector of the economy.

The solution to this problem is associated with the need to develop and implement a modular competency-based approach to training innovative specialists with a list of specific training programs and the training technology itself, which is especially important when Russia joins the WTO.

It is possible and necessary to quickly solve the problem of staffing shortages in Russia through a wide network of the system of additional professional education (CPE), as the most mobile one. However, this does not exclude the systematic training of new cadres of workers, specialists and managers in various industries in vocational schools, colleges and universities, capable of working in conditions of modernization and competition.

As Russia enters the WTO, competition in the country's domestic market will increase, leading to the curtailment and ruin of competitively weak industries. Hence the increase in unemployment, the fall in effective demand, the flow of labor between enterprises and industries, and population migration. To alleviate social tension, a network of targeted retraining of personnel for in-demand specialties and professions should be deployed, and retraining of managers should also include mastering the legislative framework and judicial practice of the leading WTO countries. Accordingly, training programs for the further education system are being formed.

Experience of organizations within the educational subcluster

The authors analyzed educational programs with an innovative focus on training within the educational subcluster; the innovative competencies of the desired specialists for work have been formed, for example, in the National Aircraft Manufacturing Center (NAC) as the Aviation Innovation Cluster (AIC); the connections (relationships) between educational institutions included in the educational subcluster were analyzed. Based on the results obtained, a strategy for the innovative development of the educational subcluster is formed, based on a modular competency-based approach.

In the educational subcluster, three types of areas for training the following specialists can be distinguished: for example, economic universities: Higher School of Economics, Municipal Institute of Zhukovsky, International Institute of Management LINK - innovation manager, manager for innovative development of organizations or clusters; technical universities: Moscow Technical University named after. N. E. Bauman, Moscow Aviation Institute - engineer-manager, engineer-manager of high-tech production; research: Moscow Institute of Physics and Technology - technology manager or technology entrepreneur.

Currently, an innovative educational project is being implemented in the educational subcluster, the goal of which is to create an innovative educational system that includes large-scale scientific research, modern forms and methods of teaching using distance technologies and the active implementation of the results obtained in practice, including the creation of business centers and business incubators. Here the problem of forming an interconnected system of existing training standards (specialties and specializations) arises for the implementation of the necessary innovative educational process, using the example of NCA as AIC.

Dictionary of personnel management. An innovation project is a project containing a technical, economic, legal and organizational justification for the final innovation activity.

Purpose and p. - creating a new or changing an existing system - technical, technological, informational, social, economic, organizational and achieving, as a result of reducing resource costs (production, financial, human), a radical improvement in the quality of products, services and a high commercial effect.

Using the example of economic specialties, this problem is solved as follows: 16 modules of training courses have been developed, published in the form of a textbook and teaching aids; the department of "Innovative Technologies", a business incubator, and an innovative educational center are being created; Graduate qualifications have been formed and described: a) innovation manager; b) manager for innovative development of organizations; c) manager for innovative development of clusters and subclusters.

The second problem is the development and implementation of innovative projects. Its solution is associated with the systemic generation, description and examination of innovative projects, with increasing the investment attractiveness of projects, with the involvement of innovative specialists in this activity.

The third problem is the elements of the national innovation system. The solution to the problem is associated with regional-industrial clustering of business entities, with a quantitative analysis of their investment efficiency and the systematic inclusion of adequate elements of innovation infrastructure in these clusters.

The fourth problem is the innovation environment based on innovation clustering. Its solution lies in the systematic unification of the innovative activities of regional industry clusters and, as a consequence, in the systematic unification of elements of the innovation infrastructure. For example, the creation of the NCA in Zhukovsky is intended to ensure development and growth of Russian aviation, as well as Russia’s breakthrough into world economic leaders. Thus, a network of scientific venture enterprises should be formed with government support. Additional opportunities should be offered to small businesses.

The fifth problem is the problems of commercialization of research and development results. The transformation of scientific and technical developments into an innovative product suitable for production and interesting to the market is the most difficult stage in the chain connecting science with the consumer. The reason is the lack of understanding by specialists of the needs of the market, lack of relevant knowledge and experience in the field of technological entrepreneurship.

Today, every scientific institute is forced, to one degree or another, to develop a new direction for itself - the commercialization of the results obtained. This is what they do in every foreign university or research center. Most leaders of Russian research teams have little understanding of commercialization. Previously, they were engaged in implementation and are trying to continue this work in the new economic conditions. However, implementation is a concept from another area of ​​economics.

The key link in the development of innovative activity in our country is not money or even the regulatory framework, but personnel capable of competently commercializing scientific and technical developments, entering into contacts with foreign partners, and bringing their developments to the world market.

There are two participants in the commercialization process: the seller and the buyer. Science, acting as a seller, has already reached commercialization on the basis of public-private partnerships. Industrial enterprises, which must act as a buyer, do not view technology as an underlying resource. They are interested in such resources as restructuring and prudent management of existing funds, although the search and implementation of new technologies are also gradually becoming part of the interests of enterprises. Therefore, the interaction of Russian scientific, technical and industrial enterprises in new market conditions is one of the main problems existing today.

There is a widespread opinion that in conditions of low solvency, it is more expedient to finance the development of a product that may not be the best, but one that is sold in Russia. This is wrong. It is more profitable to bring an innovative and promising product or technology for its production that is already available on the world market than to spend money on mastering the production of a mediocre product. More profitable because it is less risky, and therefore cheaper. Without the competitiveness of a future new product, investing in its creation is impractical.

Usually everyone talks about the lack of funds to bring development to production and market. In fact, this problem is rarely the main one. In a market environment, if you come up with a commercially significant initiative, there is always money. However, in addition to an interesting idea, organization is important, that is, the ability of specific people to implement this idea.

Experience shows that in real conditions, from the idea of ​​​​creating a new product to the receipt of income from its sale, three to four years pass, in rare cases - less. This is the period of an innovative project. In order to bring the development from a laboratory prototype to a pilot batch, about 1 - 2 million dollars are needed (we do not consider here the costs associated with the background of the development). Nobody gives that kind of money right away. They give in small portions for each individual step in the implementation of an innovative project.

The basis for investment is a legend called the future market size of a new product. You can believe in the legend or not - it cannot be confirmed without a new product. As it is created and brought to market, the legend is clarified and arguments are put forward in its defense. Even when a pilot batch and the first buyers appear, the legend remains unconfirmed: there is no planned market for this product yet, and no one has yet pulled out $100 million from their pocket to buy it. However, it is already possible to make reliable forecasts. It is at the moment when pilot batches are sold that the process of expanding production begins. Having turned into mass production, a small enterprise is usually sold, the price of which, as a rule, starts from tens of millions of dollars. This is the economic meaning of innovation. Who will get the money as a result? The enterprise and those who at the time of sale of the business have a share in this enterprise, including the developer and manager.

Note. In a simplified sense, knowledge alienation is the provision of information. Its subsequent use depends on the quality of information alienation.

A logical question arises: how much percentage remains for the developer at the finish line? If he is not included in the ranks of managers, but remains a specialist dealing only with technical issues, he retains the status of the author and receives less than 10% of the output. On this issue, the opinion of most scientists is exactly the opposite.

The creation of a new product goes through 4 main stages: analysis of the concept of a new product (conceptual stage), laboratory testing of the feasibility of the idea (laboratory stage), creation of a prototype product (technological stage), preparation for the production of a pilot batch and its implementation (production stage). Each of these stages requires investments that increase by an order of magnitude. And the one who brings money “grabs” part of the property rights.

In addition to the seller and buyer, infrastructure plays an important role in the commercialization process, an element of which is technology parks that have gone through three stages in their development. At the first stage, they provided preferential premises to innovative enterprises. At the second stage, technology parks provided support services for general use. The third generation of technology parks carries out management and does this, counting on a share in future profits. With the help of a technology park as a powerful information and financial channel, small businesses can open up new opportunities to enter the global market.

The innovation sphere clearly reflected many changes in the economic life of the country, which brought with them reforms. Issues of distribution of rights to research and development results between authors and various organizations in which they work, organizational and legal forms of commercialization of these results, features of financing risky innovative projects, search and interaction with a strategic partner, strategic business planning, intellectual property management, transfer technologies - these and other aspects of the process of transforming scientific and technical products into goods are completely new for Russian scientists and production workers in the conditions of market relations and various forms of ownership. The attitude towards small innovative businesses is not always friendly, especially in the institutions from which such enterprises arose. Therefore, the field for discussion remains quite wide.

The problems described above and ways to solve them formulate certain requirements for the administration of regions and industries, for the heads of business entities. These requirements consist of a government approach to solving these problems, a sufficient level of knowledge in the field of innovation and innovation activities.

Bibliography

1. Gunin V. N. Innovative activity of enterprises: essence, content, forms. M.: State University of Education, 2011. 258 p.

2. Eskin K., Krutik A. Innovative activity and new discoveries. State reform strategy // Innovations. 2012. N 7. P. 35 - 38.

3. Arutyunov Yu. A., Kiseleva M. M., Korotaeva O. V. Experience of practical work on the innovative development of a regional/industry subcluster of educational institutions: Uch. village Dolgoprudny: MIPT, 2011.

4. Innovation and commercialization of intellectual property: Proc. village / Ed. V. V. Balashova, V. V. Maslennikova. M.: State University of Education, 2011. 270 p.

5. Birman G., Schmidt S. Economic analysis of investment and innovation projects. M.: Unity, 2010. 364 p.

O. Trifonov

Professor

Moscow City

psychological and pedagogical university

A. Sharanin

Leading Researcher,

teacher

Department of "Innovative Technologies"