Keyword: «employer»

Modern market conditions demand studying of opportunities of functioning of higher education institutions and development of certain criteria of the results of training of personnel potential necessary for a present situation in labor market. Conditions of the competition allow to define prospects of development of the studied higher education institution in the context of the market, and competitiveness of higher education institution defines its opportunities from the point of view of production of educational services and the content of educational services. Both of these qualities are connected with the entrant, and with university graduates. Social and economic components are the main indicators influencing formation of personnel potential and its demand in labor market.

Currently, there is a huge competition in the labor market with a balance of supply and demand, and, more than ever, there is a problem of activating human potential. Employers try to select employees who are able to work hard and productively, and employees, in order to be in demand and successful, try to maximize their professional potential and creative abilities, to achieve the highest results in the profession. However, higher educational institutions interact with employers only formally. It is important to establish partnership with employers in the process of training at a university on the basis of mutually beneficial cooperation, including regular interaction with educational customers in the learning process and to form a professional orientation among students, immersing them in professional activities from the first year. The aim of the study is to define and theoretically substantiate a set of conditions, technologies, mechanisms that ensure the formation of the professional orientation of economics majors in the educational process of the university. In the proposed technology, the method of modular training is used, which makes it possible to divide the educational process into separate independent units. The author's target program developed with the use of the mechanism of social partnership and interaction is presented. The article clarifies the concept of the formation of a professional orientation of an individual, reveals the grounds for designing and the content of the author's target program for the formation of a professional orientation in bachelors at the university, characterizes the stages and gives scientifically grounded practical recommendations for improving program support and diagnostic support of the pedagogical process. The results of the application of the program were high indicators of the formation of a professional orientation among bachelors, consisting of educational and professional motivation of students, formation of professional ideas, independence in decision-making, formation of professional thinking, development of creative abilities and development of a positive attitude towards the future profession.

The article analyzes the situation that has arisen between an employee and an employer due to the employer's refusal to make additional payroll after an increase in the amount of wages «retroactively», that is, after the termination of the employment relationship with the employee. The author provides arguments for the legality of the claims of a former employee based on the norms of labor legislation and judicial practice of the Russian Federation.

The article considers the legal nature of local legal acts, their place in the hierarchy of sources of law and the difference from normative legal acts. The article analyses the problems arising in the regulation of labour relations, in particular, the order of familiarization with the local document, the issues of video and audio recording by the employer of the activity of the employee, as well as the recent appearance of such a concept as «mobbing».

Interaction with employers is a necessary condition in personnel training. The article describes the experience of working in the training of personnel for the preschool edu-cation system in the Republic of Sakha (Yakutia), where direct employers participate in the development of OPOP, in the implementation of the program and in the evaluation. Tracking professional development after graduation is also the result of the work of the college’s teaching staff.