The article presents the results of the theoretical and empirical study of personal competences of the management reserve of the university. The key target of the study was to identify the personal competences of university staff members, who wished to be included in the management reserve pool within the framework of implementation of the innovative entrepreneurial model of university development. One specific target of the study was to provide details on the assessment of the activities of the members of reserve pool by experts with various value orientations. The development model can be successfully implemented only if the values of the key staff members as predictors of decision-making and behavior are in line with the basic values of such a model. In the context of staff turnover, experts emerge from the groups of renowned professionals with good academic and managerial reputation, who, nevertheless, can represent substantially different basic values. Determining the process by which and the extent to which such differences affect expert evaluations of the activities of the reserve pool members is an important task. The research in this field allows expanding the knowledge on the values affecting human activities. Practical application puts the obtained results in the foundation of the process of improvement and perfection of management by raising the quality of staff selection and assessment procedures. The study is based on the methodology of the competence approach proposed by G. Cheetham, G. Chivers, F. Delamare, and J. Winterton. The list of significant personal competences has been defined based on the analysis of corporate documents, which was used to define sufficient minimum set of competences: development values, responsibility and openness in decision-making, creativity, situational leadership. The article presents the results of the comparative analysis of personal competences of the management reserve pool members and the corresponding sample of university staff, as well as the comparison of the assessment results of the subsequent efficiency of activities presented by two expert groups. The value priorities of the first group appeared to be of innovative entrepreneurial nature. Value orientation of the second group inclines more significantly towards the Humbold-tian model with the focus on conservation of the existing systems of relations. It has been demonstrated that the management reserve pool attracts people with various sets of personal competences, however, we managed to identify statistically significant differences between personal competences of the reserve group members and the control group members, which signifies the evident approval and support of the university development program by the members of the reserve group. The study explains the key role of innovative and entrepreneurial values in improving the competitiveness of the university, as well as analyzes the correlation between conscious and subconscious factors in the implementation of values. The key role of values as predictors of behavior was reflected in the differences between expert assessments. In their assessment of the activities of the reserve pool members experts with different value orientations gave high scores to different staff members. In particular, this was reflected in the significant positive correlations of scores given by the experts with expressly entrepreneurial inclinations and in the significantly negative correlations of scores given by the experts with expressed inclination towards with Humboldtian model with the rate of adherence of staff members to the innovative values. The study proves the significance of the theoretically identified sets of personal competences of staff members implementing the Academic Excellence Program in the context of the innovative entrepreneurial model, demonstrates the key importance of proper selection of experts. The article creates opportunities for development of procedures for the assessment center. The results of the study can be used by human resource structures of universities following the similar model of development. The originality of the study consists in the identification of the correlation between sets of personal competences of the personnel reserve pool members, and in discussing the importance of the proper design of the selection procedures of experts with value orientations corresponding to the selected model of university development.

The article is devoted to the analysis of a new model of training and attestation of academic and pedagogical staff at postgraduate courses. The authors mention internal contradictions of this model and its conceptual incompleteness. Particular attention is given to content and organization aspect of postgraduate students final certification. On the basis of postgraduate courses normative base analysis as the third level of higher education in the context of the Russian educational practice and with consideration of comparative analysis of the norms formed in the European educational space the authors conclude that remaining institutional differences in the system of academic personnel training and degree distribution system hinder development and implementation of measures aimed at improving efficacy of postgraduate courses and upgrading its efficacy. The authors compare requirements of federal state educational standards for postgraduate courses and descriptors characterizing competencies of third level educational program graduates formulated within the framework of Bologna process. Authors demonstrate that qualification "Researcher. Lecturer researcher" given to those successfully mastered the postgraduate course creates additional gradation in the system of qualification levels of academic and teaching staff. Qualification group of specialists with postgraduate diplomas will stand between qualification groups of masters and candidates of sciences and it is extremely difficult to coordinate it with qualification levels adopted by most countries. The article formulates certain recommendations on improving existing system of highly qualified personnel including: 1) presenting the right of conferring academic degrees to higher educational institutions and educational centers offering postgraduate courses and; 2) changes in thesis defense procedure, attracting experts not affiliated with the university in charge of training and attestation of post graduate students for thesis evaluation; 3) preserving suggested form of final certification: graduation qualification paper, academic report on the main results of performed research as an alternative option for completing postgraduate course without conferring candidate degree. The results of research and suggested recommendations should be considered in continuing work on improving the development concept of national system of academic staff training and attestation as well as in planning concrete managerial solutions aimed at improving postgraduate courses efficacy.

The interview of A. K. Kluyev, editor in chief, with T. L. Klyachko, director, Center for economics of continuous education, Russian Academy of Public Economy and State Service of the President of the Russian Federation

The article is devoted to estimating contribution of education to socio-economic development of regions in the world and Russia. In some of the foreign sources, the contribution of education to regional development is associated with an increase in human capital; increasing economic activity due to the development of educational activities (including building new campuses, creating new infrastructure of leisure for students, job creation for part-time students and other students, etc) and an increase in labor productivity due to the growth of education of workers; lower levels of antisocial behavior among young people due to the effective operation of education system. The contribution of education to economic and social development can also be associated with additional workforce in the labor market who have been trained or are able to generate income, the value of which can be calculated. The article presents the model of assessing the contribution of higher education to the socio-economic development of regions of Russia and the results of these calculations, estimates for which were obtained in the course of 2015 by the Center for Continuing Education Economics Institute of Applied Economic Research, Academy of National Economy and Public Service under the President of Russian Federation in as a part of research assignment entitled 'The assessment of education system' to socio-economic development in Russia').

The article describes approaches to managing research university development developed at the NNSU. The importance of the research is illustrated by consecutive use of these approaches in creating forestall education system at NNSU during one decade in the field of biotechnology and biomedicine in the context of no preliminary knowledge basis in this field. The article demonstrates the role of large scale educational network formation covering national and foreign participants as well as the role of major research projects gained on a competitive basis in creating advanced personnel, technological and experimental (for example unique vivarium for transgene animals) resource base. The authors emphasize the role of resource concentration on priority areas chosen by the team (for example in the form of "strategy development" document for the perspective). The article reflects systematic interconnection between project and administrative approaches. In order to stabilize network functioning their parts can gradually obtain structural form (like research institute) and act as joining elements in the network. However the experience of developing complex interdisciplinary topic shows that these structural elements can become parts of new networks oriented towards practical implementation of academic ideas together with industrial partners. The authors demonstrate that broad involvement of graduate and postgraduate students into real research necessary for new technologies personnel support can be implemented by means of creating research educational institution uniting chairs and research units that would act as academic centers for such institutions. The authors emphasize continuous nature of both integration process and "advanced" units creation process. High dynamics of new technology development, need for network integration for providing interdisciplinary activities, competitive nature of financing, need for structural units preparing models and documents for research commercialization lead to inevitable constant adaptation of university and its network structure to changing environment. All these factors change interaction process between people requiring ability to change the nature of these relations both inside the team and with external partners. Besides that it is necessary to create "geographic" opportunities for such changes in the process of work (such as new premises). Described activities based on developed theoretical basics and aimed at their constant development leads to forming new management culture that suggests organization adequate training for managing staff.

The paper proposed is of a conceptual nature. The problems connected with transformation of the universities are nowadays widely discussed. One of those problems is the problem of the university governance, management and leadership. There is an opinion that universities must be run in a way similar to the one which is used by big industrial companies. This opinion finds its realization to the great extent in the actions of the Russian governmental bodies responsible for the higher education. This article looks into the system fundamentals of the university as well as resulting university management principles. It is proposed in the article to extend the well known metaphorical approach to organization by using not only the notion of life cycle but also the notion of the genome. The organizational culture is being suggested to be treated as a genome of an organization. The basic values (genes) of the organizational culture for universities and commercial enterprises are analyzed and compared. It is shown that these values differ greatly and that unlimited and uncontrolled introduction of the genes of commercial enterprise into university genome can lead to the grave illness or even the death of a university Analysis demonstrates that organizational culture is the most important element of a university. Hence, the organizational and managerial experiments at a university influencing its' culture have to be implemented with great caution as the values of a university are translated to its graduates eventually defining the values of the society in general. Approach suggested in the article has limitations which are common for any metaphorical approach. Besides that it is possible in this context to highlight two additional dangers of this approach. On the one hand, concentration on creativity requires special attention to the proper identification of organizational mission and values that would take into consideration its' real environment. A wrong identification may lead to creating a product highly estimated by a professional community, but not demanded by the market. The second trap is that when specific university personnel is not managed properly, it can lead to machinations, squabbles, quarrels and dishonest competition. It can seriously confuse the activity of a university. A new approach to the analysis of the university activity is suggested in the article. Though the proposed metaphor, as any other metaphor, does not provide university leadership with direct prescriptions on how to run their organization, it impels them to rethink the ways in which the university is advancing in terms of exercising non-traditional methods of governance, leadership and management and reappraisal of the role of organizational culture in these processes.

The article falls under research category and is aimed at evaluating regional personnel demand in innovation technical specialists. Evaluation of regional industrial companies innovation activity allows for understanding their innovation potential, possible content of perspective demand for technical specialists related to advanced new technologies and processes. Demands of modern engineering labor market reflect only current state, difficulties and production opportunities. Low innovative status of Russian companies, weak development of innovative models and practices hinder prognostication of levels and professions and for engineering sphere. Problems related to forming demand forecast for specialists with professional education, including technical education have been looked into rather attentively for the last five years. Nevertheless quantitative methods of evaluating personnel demand do not solve the problem of engineering competencies for the new economy. Weak indefinite demand for innovative ideas together with qualified engineering and design personnel deficit remain one of the main factors hindering innovation activities of companies and higher educational institutions. Pilot research on the basis of the model for evaluation of innovation behavior of companies from key branches of the regional economy suggested by the authors allows for identifying differentiated ways for interaction between higher educational institution and companies from the real sector of economy aimed at forming the system of integrated academic research and training of qualified engineering staff. Evaluation of innovation potential of Sverdlovsk region companies uncovered an interesting interconnection: companies from one branch or one technological sphere with the same level of hi tech products but with different cooperation level with external developers have different innovation potential. Considering different nature and speed of innovation and technological development of companies authors see the need for internal flexibility and adaptivity of engineering personnel demand evaluation and transfer from large scale macro-analysis to evaluating demand at micro level on the basis of interaction between educational institution and particular employer in the real time format.

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.

This article refers to the class of cases regarding the questions of changes management in learning activity through the example of Peter the Great St. Petersburg Polytechnic University. The article is aimed at distribution of practice in the application of system changes in management of learning process of educational organization of the higher learning in line with principal directions of modernization of higher education in Russian Federation. This article presents the new learning policy basics and a short description of main changes in learning activity, namely, structural reforms; adoption of new curriculum management system; updating of training content and use of advanced learning technologies; changes in education programs budgeting; changes of responsibility for the material and technical resources applied in learning process; modernization of learning process automated management systems. Changes management in learning activity has the system nature and requires change-over of all learning process basic components. The phased transition to adoption for changes with account to the received intermediate results and introduced changes review is necessary, herein the particular attention should be paid to development of the local regulatory system regulating the introduced changes and carrying explanatory work among teaching personnel. The article is essential because it includes recommendations and approaches which must be taken into account for modernization of learning activity in the educational organizations of the higher learning.

The article belongs to research category and is devoted to the problem of compliance of high school graduates' quality with the employers' requirements. The aim of the research is to describe and analyze modern mechanisms for coordination of professional and educational standards. The main method used is the systematic analysis of the actual qualification requirements for the high school graduates' by the professional community in the field of information technology in the United States, the United Kingdom and the Russian Federation. The main result of the study is the conclusion that the effective participation of professional institutions and associations in the preparation of educational programs of higher professional education is needed. The data presented in the article shows the need for taking into account the professional standards' requirements and the prospective employers' needs in the development of educational programs. This will give the education process the complex and practice-oriented properties, and will guarantee graduates the demand in the labor market. The implementation of this recommendation into practice is possible under certain conditions: improving the quality of material and human resources of universities, the effective input selection of students, the development of the innovation educational programs, the modernization of organizational, methodological base and the regulatory frame-work of their design and implementation. In education, the obtained results can be used in the design, certification and accreditation of practice-oriented education programs. The novelty of the article is pointing out the need to consider professional standards as a tool for effective influence on the quality of university education based on the sustainable interaction between the employment and education systems in order to fulfill the main Russian economic problems.

The article falls under research category. The authors identify challenges arising in the process of organizing university training in the field of new professions (management, marketing, PR, advertising). On the example of PR training authors analyze existing gap between professional and university understanding of the list and specifics of competencies necessary for graduates as well as challenges related to the status of this specialization in the structure of existing professional training at the university. The authors conducted comparative analysis of differences in PR training at Russian and American universities depending on existing practices of management and regulation in the field of higher education. Comparative analysis is made on the basis of theoretical an empirical data both open and collected by the authors. Research methodology is based on system and structural principles of analyzing educational sphere form the point of view of managerial approach. Data was collected with the use of several methods: academic literature analysis, internet sources content analysis, interviews with PR specialists form Ekaterinburg, expert interviews with lecturers and administrators from several American universities. During the research it was found that differences in PR specialists training at Russian and American universities are largely related to management system and existing educational standards. Besides that there is a set of latent factors influencing the variety of educational programs in Russia. In both countries educational programs are influenced by labor market requirements which define the content of PR specialist training according to specific features of each country. Further research and accurate comparative analysis require interviews with American PR specialists using the same method as in the Russian research. Authors believe there is a set of latent factors influencing specialist training in the USA that can be revealed during additional research. The authors conclude that while designing educational programs in new specializations one must analyze latent factors influencing program content and their implementation process. These factors should be considered in management decision making on organizing PR specialist training in the set university structure.

The present paper is categorized as a research paper. The research objective is the analysis of scientific basis for the contents of course documentation for Federal State Standards for Higher Education. The paper explores and analyses problems of adaptation of contents and organization of Russian higher education to the results of the Bologna process. The analysis indicates that mechanical approaches to the interpretation of the concept of competences exert an overwhelming influence on the development of methodical guidelines and normative frameworks of organizational and methodic Documentation for Federal State Educational Standards of Higher Education. These approaches manifest in formal bureaucratic descriptions of proficiency in basic professional education programs presented as competency passports whose current contents hold no practical significance whatsoever for training modern specialists. The paper proposes original practices for development of course documentation conforming to Federal State Standards for Higher Education that implements a competence-based approach based on the fundamental properties of cross-disciplinarity, polyvalence and cumulativity, as well as supplementary materials on competence formation methods. The proposed recommendations and practical materials can also be used by lecturers in higher schools and university department managers for development of course documentation to implement a competence-based approach.

During the last decades hospitality and tourism industry has played significant role in the international economy opening extensive opportunities for conducting research and educational activities. However despite significant transformation of this sphere and considerable number of educational programs in this field there is still lack of research in H & T in Russia. We also do not see deep integration of research component into the H&T university education. At the same time the fact that the labour market demands for academic and research competencies is mentioned in professional standards developed as part of Professional standards development plan for 2012 - 2015. Formation of such competencies at the H&T programs can be achieved only by students' involvement in research activities during the study process. This article demonstrates the experience of involving students into such activities by means of introducing regular research seminar aimed at developing relevant competencies as part of the program curriculum. The aim of the article is to present the results of using competence based approach in teaching during the research seminar within the framework of specialization "'Tourism and Hotel Management" of master program "Experience Economy: Hospitality and Tourism Management" at the Faculty of Business and Management at National Research University Higher School of Economics (NRU HSE). Competence based approach used as the methodological basis was developed as part of Bologna process. Main methods include document analysis covering professional standards created as part of Professional standards development plan for 2012 - 2015 under the supervision of Russian federation Ministry for Labor and Social Security; federal state educational standards for higher professional education (bachelor and master programs) that form the framework for Russian universities educational programs implementation; state educational standards for higher professional education/Federal state educational standard for higher professional education/educational standard of NRU HSE . This work resulted in development of a concept of research seminar "Current research trends in hospitality and tourism management". The article presents experience of conducting this seminar.