Shavrovskaya Marina N.

This article presents an analysis of the features of career management by University students. The study involved the students of the areas of training “Labor Economics and Personnel Management” of the Ural State University of Economics. The analysis of the obtained data allowed us to determine whether students consciously or not chose this specialty, what they see as the difficulties of employment, what functions of personnel management they plan to work in, what place in life they put career success, what topics in career management are the most relevant for them. The author also offers several recommendations that will improve the learning process, as well as make the development of students more focused and closer to the technologies used in business. The article focuses on the fact that it is important for students to develop supra-professional competencies, since they play an important role in building a career. The object of research in this article are students of the specialty “Labor Economics and Personnel Management”. The purpose of the article is to analyze the results of a survey of students on how they manage their career during their studies at the University. To achieve this goal the author set the following tasks for himself: 1. Determine what influenced the choice of specialty “Labor Economics and Personnel Management”, as far as it was conscious. 2. Evaluate how the Department of Labor Economics and Personnel Management and the University can help students manage their careers, determine the efforts of students in the proposed activities on the part of the University. 3. Analyze the current and planned labor activity of students (whether they work in their specialty, and if not, whether they plan to). 4. Evaluate where students place their careers in their lives and what topics are relevant to them in the context of career management.

One of the most important areas of work with personnel in large organizations are programs for the development of high potential employees, which are an important part of the policy of human resources management. In dealing with this issue, many industrial enterprises are implementing a corporate competencies pattern, based on which they conduct assessment sessions and select training programs. In general, organizations use external providers to conduct training, sometimes connect to the work of specially appointed mentors. At the same time, work with the high potential employees is not always carried out systematically, which is reflected in the lack of connection between practice and development programs, lack of thought-out mechanisms of motivation for training reservists, and sometimes training activities are one-time without the lack of feedback from the teacher. The purpose of this article is to demonstrate the case of high potential employees development by the example of a fuel and energy company, which shows the tools of system development of the high potential employees and key motivators for the development of employees included in the personnel reserve. The object of this article is a fuel and energy company that combines the largest generating capacity of one region. The main activities of the company are the production of electric and thermal energy. As a result of the work with the high potential employees in this company, the author comes to the conclusion that one of the key elements for an effective training program for the high potential employees is the interest of the chief executive and the reference of the studied technologies to practice. The article also shows the training blocks that can be included in such a program.