Представлена проблемная статья. Качественный анализ вакансий на сайтах предприятий оборонно-промышленного комплекса (ОПК) и результатов опроса представителей их кадровых служб выявил проблемы, осложняющие планирование подготовки кадров, соответствующих потребностям предприятий. Выделены основные противоречия в системе «абитуриенты - вузы - выпускники - экономика (предприятия)», описаны новые тенденции в работе вузов, обусловленные в том числе экономическими условиями, следствием которых выступает переход к унификации программ, «массовому производству» специалистов. Следствие - неудовлетворенность предприятий компетенциями выпускников, невостребованность последних на рынке труда. Для совершенствования взаимодействия предприятий ОПК и вузов в процессе планирования заказа на подготовку кадров предложен алгоритм, в основу которого положено выявление «уникальных» и «наиболее востребованных» специальностей. Для этапа планирования подход формирует нормы системного взаимодействия трех элементов системы подготовки кадров: предприятий ОПК как заказчиков, вузов как исполнителей заказа, государства в лице ряда министерств как агрегатора потребностей, утверждающего план приема за счет бюджетных средств. Внедрение подхода в процесс планирования государственного заказа на подготовку специалистов уменьшит асимметрию информации на рынке высшего образования, повысит соответствие компетенций выпускников требованиям предприятий, снизит диспропорции рынка труда
This article falls into the research articles category. It also includes suggestions regarding the organization of the cooperation between higher education institutions and enterprises of the defense industry complex in the matters of deciding upon the required education programs. The qualitative analysis conducted by the authors of the vacancies placed on the web-sites of the defense industry complex enterprises as well as the analysis of the survey results of the HR departments of such enterprises showed existing understanding issues when it comes to the "in-demand" specialties (education programs). Also, the results expected from the graduate by the higher education institution and defense industry enterprise differ. For the former, the competences of the graduate are formed in line with the ideology of the Federal State Education Standards. The latter has in mind the duties the young specialist will have to fulfill while holding the post in the enterprise. The other issue lies in understanding the enterprises have of the ability of the higher education system to fulfill their needs. The article deals with the interpretation of the concepts such as "the most in-demand specialties" and "unique specialty", the impact the demand for specialty has on imbalances of the labor market, the relation between the unique specialties and the issues the university is having with meeting the staffing needs of the defense industry enterprises. The main collisions have been defined in the "enrollee - higher education institutions - graduates - economy (enterprises)" system. In order to enhance the cooperation between the higher education institutions and defense industry complex enterprises, allow these enterprises to maximize the use of the opportunities secured in legislation, the approach is suggested to how one can define the most in-demand and unique specialties for the defense industry complex. The novelty of the approach lies in determining the criteria of the "in-demand"-ness and uniqueness of the specialty from the point of view of the labor market, not the educational services market as it happens now. This change in the point of view suggests the active, lead role of the defense industry complex enterprises in cooperation with the higher education institutions on the stage of planning the needs for training of the specialists with higher education at the expense of the federal budget. The use of this approach will help to abate the information asymmetry on the higher education market, increase adequacy of the graduates' competences to the enterprises' needs, pave the way for the development of the programs compliant with the enterprises' interests and reduce the imbalances of the labor market.
The authors declare that there are no conflicts of interest present.