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1 Federal State Budgetary Educational Institution of Higher Professional Education "Russian Academy of National Economy and Public Administration under the President Russian Federation»SIBERIAN INSTITUTE OF MANAGEMENT N. N. Bogdan E. V. Balganova INTRODUCTION TO PROFESSIONAL ACTIVITY Tutorial for students of all forms and technologies of training in the direction of training Personnel management (qualification (degree) "bachelor") Novosibirsk 2013

2 ББК я73 Б 734 Published in accordance with the plan of educational and methodological work Reviewers: M. G. Masilova, Candidate of Sociological Sciences, Associate Professor of the Department of Personnel Management and Records Management, VSUES; E. A. Muzychenko Candidate of Pedagogical Sciences, Associate Professor, Deputy Director for Academic Affairs of the Siberian Institute of Management of the branch of RANEPA B 734 Bogdan, N.N. professional activity: textbook. allowance / N. N. Bogdan; E. V. Balganova; RANEPA, Sib. in-t control. Novosibirsk: Publishing house SibAGS, p. ISBN The textbook is designed to ensure independent work of students in the study of the discipline "Introduction to professional activity." The manual reveals the essence and content of one of the highly demanded in modern society HR manager professions. The manual is designed to help students navigate their future professional activities, to form motivation for self-realization in their chosen profession. That is why, unlike other books on a similar topic, this manual discusses in detail the issues of the formation of a professional, the development of professionalism, professional ethics. It is intended for students of all forms and technologies of training in the direction of training Personnel management, it can be useful for managers and specialists who first start working on personnel management in various organizations. ISBN ББК я73 FSBEI HPE "Russian Academy of National Economy and Public Administration under the President of the Russian Federation", 2013 Educational publication Nadezhda Nikolaevna Bogdan Elena Vladimirovna Balganova INTRODUCTION TO PROFESSIONAL ACTIVITIES Textbook for students of all forms and technologies of training in the direction of training Personnel Management (qualification (degree ) "Bachelor") Editor L. N. Shipitsyna Proofreader L. N. Zhukova Technical editor O. A. Gladunova Signed for printing Offset paper. OCE stamp. Typeface Times New Roman. Format 60x84 1/8. Uch.-ed. l. 8.94. CONV. n. l. 14.88. Circulation 72 copies. Order, Novosibirsk, st. Nizhegorodskaya, 6, SIU branch of RANEPA. 2

3 Contents Foreword ... 5 Introduction Professional activities of HR specialists Definition of the concepts of "profession", "professional activity" Field of activity, professional tasks and specialized functions of HR specialists Universal and functional roles of HR manager History of formation of HR management Modern the state of the labor market of personnel managers Specificity of educational and professional training of a personnel manager Competence approach to training a personnel manager Polydisciplinary and interdisciplinary approaches to training Federal state educational standard in the field of training as a basis of training Organization of training and the system of educational practices Continuity of education: forms and types of additional vocational education Professionally important qualities of a personnel manager Personal factors as prerequisites for mastering the profession of a personnel manager Concept and approaches to the classification of professionally important qualities of a personnel manager The structure of professionally important qualities of a personnel manager The most important psychophysiological characteristics: performance and stress resistance Competence as an integral characteristic of a personnel manager

4 4.1. Professional ethics: concept and functions Categories of professional ethics Professional ethical principles and norms and their reflection in the organization Professional ethics of a personnel manager Ethical code of a personnel manager Development of professionalism The concept and concepts of professional development Professional development in the process of professionalization Professional deformation and its manifestations The relationship of training and professional development Professional maturity as the pinnacle of professional development CONCLUSION

5 Foreword This textbook is intended to help students in studying the discipline: to form a systemic understanding of the profession of a personnel manager; to lay the foundations for mastering scientific terminology and, in general, the language of professional communication. As a result of its study, a student can acquire the following competencies provided by the curriculum: have a holistic understanding of the content and forms of professional activity of a personnel manager; know the requirements for a person holding this position; own professional terminology. The educational material in the manual is selected in such a way as to reveal all the topics of the program and the issues studied, in addition, to ensure the implementation of the expressed educational orientation of the discipline, awareness of the socio-economic significance of the future profession, taking an active humanistic position in professional activity, demonstrating commitment to professional ethical values: respect for human dignity, honesty, openness, fairness, decency, benevolence, tolerance. The materials presented in the manual represent an understanding of the authors' own experience of practical activities in personnel management of organizations and teaching relevant disciplines, reflect the author's approach to vocational training, which should answer not only the question "who to be?", but also to the equally important "what to be?" In accordance with the author's concept in the manual, much attention is paid to the consideration of the lexical and semantic meaning of terms, the formulation of definitions of concepts. Clarification of the content of concepts is dictated by the need to concretize the scientific foundations of professional activity. The textbook is equipped with a methodological apparatus to facilitate the work with the text. Thus, key terms are italicized where they first appear. In the course of the text, definitions of the basic concepts and tasks of a reproductive and creative nature are given, the implementation of which will help to better assimilate the content and prepare for certification in the discipline, as well as questions for self-checking the quality of mastering the educational material and literature for additional study. This is done so that, as he studies the topic, the student can immediately pay attention, remember, comprehend and apply theoretical positions in practice. Quick orientation in the text is facilitated by the pictograms shown in the margins, which mean: a new concept, the meaning of a term; NB it is important, you need to stop, think, remember; 5

6 you need to answer the question; reference to a literary source for additional study; you need to complete the task. The authors express confidence that the use of this training manual will contribute to the acquisition of appropriate competence by future HR managers and, in general, to life and professional success! 6

7 Introduction The purpose of the discipline "Introduction to professional activity" is to form students' initial orientation in the space of future professional activity, the development of motivation for self-realization in the chosen profession. The modern period of the development of society is characterized by a radical change in the paradigm of people management. Human resources play a key role in any organization, and effective management of them becomes a condition for increasing the competitiveness of the organization. This leads to a radical revision of the functional content of activities, the expansion of the scope of responsibilities of the personnel manager. The tasks of HR specialists are becoming more complicated, and their role in the management system is changing. These trends, along with the active introduction of information technologies, the rapid development of globalization processes and the need to adapt to the domestic practice of "Western" methods of personnel management, significantly increase the requirements for the personnel manager, his qualifications, personal qualities and competence in general, which, in turn , causes increased attention to the quality of professional training of specialists. Mastering professional knowledge, the formation of sustainable motivation for self-development is the first stage in the formation of a professional in the field of human resource management. In order to ensure the conscious entry of the future specialist into the profession, the curriculum for training personnel managers provides for the discipline "Introduction to professional activity", the purpose of which is to provide propaedeutics (from the Greek propaideio I precede) and create a basis for in-depth study of professional courses. 7

8 1. Professional activity of specialists working with personnel 1.1. Definition of the concepts of "profession", "professional activity" 1.2. Field of activity, professional tasks and specialized functions of HR specialists 1.3. Universal and functional roles of HR manager 1.4. The history of the formation of personnel management 1.5. The current state of the labor market for personnel managers

9 1.1. Definition of the concepts of "profession", "professional activity" Consideration of the concept of professional activity requires clarification of the content of the term "profession". The well-known Russian scientist, psychologist E. A. Klimov identifies the following meanings of this concept: a community of people dealing with similar problems and leading approximately the same way of life; it is known that a profession leaves an "imprint" on a person's life (the word "profession" comes from the Latin profession, originally meant "I declare my business"); the area of ​​application of forces associated with the allocation (and clarification) of the object itself and the subject of professional activity (the subject of labor can be one of the five categories established by E. A. Klimov - man, technology, sign, nature, artistic image); activity and area of ​​personality manifestation (a profession allows a person to realize his creative potential and creates conditions for his development); a historically developing system, the profession changes depending on changes in the cultural and historical context, situations are possible when the original meaning of the profession can change significantly; reality, creatively formed by the subject of labor himself. The cultural and historical situation is not dominant, much depends on people engaged in a specific type of activity, they are able to determine and change the place of the profession in the social system 1. American researchers distinguish the following substantive components of the profession: 1) the power possessed by representatives of a particular professional group ; 2) influence in society, authority; 3) the presence of a community of professionals, a kind of corporate-bureaucratic structure that establishes a system of rules and norms of behavior for persons who consider themselves to be in this profession; 4) professional culture; 5) a system of special knowledge, education. The importance of the latter component is highlighted in following definitions profession: genus labor activity, which is usually a source of existence and requires certain knowledge, skills and abilities, 1 See: Klimov E. A. Image of the world in different types of professions: textbook. allowance. M.: Moscow State University, S

10 which are provided with training in educational institutions corresponding to the profile 1; a set of special knowledge, skills and abilities inherent in a person, acquired as a result of special training or long-term practical activity and allowing him to perform established labor functions 2. In English-language sociological reference books, a profession is defined as an occupation (occupation) of representatives of the middle class, characterized by a high level of technical and intellectual competence, in Russian the term "profession" is used in a broad sense. For example, in the names of the official registers of occupations, the phrase “workers 'professions” sounds, and the concept of “positions” refers to employees: the Unified Tariff and Qualification Reference Book of Workers' Work and Professions (ETKS) and the Qualification Reference Book of the positions of managers, specialists and other employees; All-Russian classifier professions of workers, positions of employees and wage grades (OKPDTR). Thus, in general, there are several approaches that reflect the essential features of the phenomenon of the profession: 1) activity (economic) approach: profession as a socially significant type of labor activity of people, determined by the division of labor and its functional content; 2) stratification 3 (sociological) approach: profession as a large group of people united by one type of labor activity; 3) personal (psychological) approach: profession as a qualitative definition of personality, a set of specific (general and specific) knowledge, skills, and personal qualities of a person. Professional activity is, first of all, labor activity that requires certain training, special education, characterized by specific goals, labor results, methods and methods of work, standards of behavior and interaction in a professional environment. Consideration of the profession from the point of view of activity implies the allocation of subjective and objective components in its structure. The subject of professional activity is a person, a specialist as a bearer of a profession, an object of a specific labor market NB !! 1 See: Encyclopedic Dictionary of the Personnel Service / under total. ed. V. M. Anisimova. M.: INFRA-M, S See: Turchinov A.I. Professionalization and personnel policy: the problem of development of theory and practice. M.: Mosk. psychol.-social. in-t: Flint, S social stratification, position in society. 10

11 process, normatively given, including the subject, means (tools), goals and objectives of labor. Any activity is carried out in the direction from the subject to the object, the object is a factor that determines the content of the activity. Zeer E.F., Pavlova A.M., Sadovnikova N.O. Professional orientation: theory and practice. M.: Acad. project; Yekaterinburg: Del. book, C When using a stratification approach in defining professional activity, authors, as a rule, proceed from the fact that people are united in professional groups on the basis of performing the same or similar types of activity. As the main characteristic of professional activity, the advocates of this approach emphasize specialization as delimitation from other types of activity within the framework of the division of labor. In this regard, the content of professional activity appears as the content of special functions performed in accordance with the division of labor. Within the framework of the personal approach, the concepts of “profession” and “professional activity” are related as follows: a profession is defined as the readiness to perform socially purposeful activities that maximally reveal the creative, intellectual and spiritual potential of an individual. The social and humanistic meaning of professional activity is that it provides ample opportunities for the full realization of a person. Within the framework of this approach, professional activity acts as a way of expressing and developing social ties of a person and his inner world. Personality and profession: psychological support and support: textbook. manual for students of higher. ped. study. institutions / LM Mitina [and others]; ed. L. M. Mitina. M.: Ed. center "Academy", with. Draw the relationship between the concepts of "labor", "profession", "specialty", "specialization" using concentric circles. Currently, the process of differentiation of professional activity is reflected in the emergence of various specialties as a broader and more stable type of social division of labor, which leads to the complication of the social structure of society. So, within the framework of the considered approach, the subject field of the concept of "profession" coincides with the meaning of the concept of "professional activity": the profession is defined, as noted above, as a special type of labor professional activity of a person. eleven

12 1.2. Field of activity, professional tasks and specialized functions of HR specialists In modern society, the role of management is increasing, which is becoming a special type of professional activity. The type of professional activity is considered in the context of a certain area, characterized by specific objects, conditions, tools, the nature and results of labor, and is determined by a set of labor functions that require compulsory professional training. The sphere of activity of specialists in working with personnel should be considered management activities in relation to employees of organizations of various sectors of the economy and organizational and legal forms. Management as a whole is a process of developing, making and implementing managerial decisions and is aimed at optimizing the activities of people with the help of economic, administrative, psychological and pedagogical influences on the needs, value orientations, attitudes of the individual, group, team and, ultimately, increasing the effectiveness of professional activities. A separate type of management activity is personnel management (eng. Human resources management HRM, HR-management). Different authors give different definitions of this concept. So, A.P. Egorshin believes that personnel management is a continuous process aimed at targeted change in the motivation of people in order to achieve maximum return and high end results from them.1 T.A. Komissarova defines personnel management as an independent type of activity of specialist managers , the main purpose of which is to increase the production activity of personnel 2. A. Ya. Kibanov, under personnel management, understands a complex of managerial (organizational, economic, legal) measures that ensure that the quantitative and qualitative characteristics of personnel and the direction of their labor behavior are consistent with the goals and objectives of the enterprise (organization) 3. Generalization of the approaches allows us to establish that the activity of personnel management is a purposeful impact on the human component of the organization, focused on bringing! NB 1 See: Egorshin A.P. Personnel Management: textbook. 6th ed., Add. and revised N. Novgorod: NIMB, S. See: Komissarova T. A. Human resource management: textbook. allowance. M.: Delo, S. See: A. Ya. Kibanov. Fundamentals of personnel management: textbook. for university students with a degree in Management org. "," Control. personnel "/ Ministry of Education and Science Ros. Federation, State. un-t exercise. 2nd ed., Rev. and add. M.: INFRA M, S

thirteen ! in accordance with the capabilities of personnel and goals, strategies, conditions for the development of the organization. The concept of "personnel" (from Lat. Persona personality) denotes the totality of all employees included in the staff and necessary for the performance of certain functions, achievement of the goals of the activity. Introduction of the term "personnel" instead of the terms " work force"," Personnel "," staff "and others reflects the evolution of social and labor relations, a tendency towards the transition from consumer attitudes towards employees to a humanistic perception of personnel as the main resource of the organization due to the uniqueness of its qualities and limitless possibilities (Table 1). Table 1 Evolution of social and labor relations The beginning is the middle of the XX century. Work for proprietary Organizational consolidation A means of survival Social need Joint-pos- Joint-inter- operative Safety Endurance, working capacity Executive person How to workforce Doctrine Knowledge management Mid-end of XX century. Development of forms of employment Development tool Joint- Environmental management Beginning of the XXI century. Social partnership Means of self-realization Collaboratively acting individual Scientific organization Ergonomic - Open labor informational work places space Narrow qualification Ability to Ability to learn and create and develop in various team work areas Man administrative-professional-logical Man pro Man psycho-How to function Like a person As a resource Along with the concept of "personnel management" in the domestic theory and practice of people management in organizations, the terms "personnel management" or "personnel management" are increasingly used. Let's consider the most typical formulations of the terms "management" and "management": 13

14 "Management is a purposefully planned, coordinated and organized process that contributes to the achievement of maximum effect with the expenditure of minimum resources, efforts and time" . "Management is a special type of professional activity, which is not limited to achieving the goals of the organization, is a combination of knowledge, skills, methods, means and actions in the field of industrial relations." and representing a system of economic and social management, capable of promptly responding to market conditions and social factors in the development of the organization "4. Compare the concepts of" management "and" management ", highlighting similar signs. Justify your answer. Common to these definitions is the presence of an organizational impact on a functioning object to obtain a certain result. It does not matter what the object is a person (employee), any phenomenon, process or organization as a whole. However, in fairness, it should be noted that the management of people is significantly different from the management of systems, processes, etc., since a person has consciousness, is capable of self-government, and therefore is not an object, but a subject of management activity. Thus, there are no fundamental differences between these concepts: personnel management and personnel management / personnel management can be considered synonymous. The professional activity of a personnel manager is complex, including other types of activities as elements: a) organizational and managerial; b) economic; c) information and analytical; d) socio-psychological; 1 Babosov EM Social management: textbook. manual for students of institutions providing higher education. education in the specialties of sociology and exercise. Minsk: TetraSystems, S Daft R. L. Management. SPb. : Peter, S. Fundamentals of Social Management / ed. prof. V.N. Ivanova. M.: Higher. shk., S Social management / ed. D.V. Valovoy. M., S

15 e) design. Consideration of the concepts "object of professional activity" and "area of ​​professional activity" in relation to specialists in the field of personnel management is hampered by differences in their interpretation. So, in some sources, the objects of professional activity of a personnel manager include the formation of the organization's personnel policy, planning the number of personnel, selection and recruitment technologies, personnel adaptation programs, training and advanced training of employees, methods of assessing and motivating personnel, managing a business career in an organization, personnel consulting, organizational development, legislation, HR administration and personnel records, internal communications, organization and remuneration. In the Federal State Educational Standard 1 (FSES) in the direction of training "Personnel Management" these same areas are referred to the field of professional activity of the graduate. The objects of the professional activity of graduates in the Federal State Educational Standard are the personnel management services of organizations in various fields of activity (social, banking, trade, etc.) of any organizational and legal form (commercial, non-commercial, budgetary, etc.), as well as state and municipal government bodies, services employment, social protection and others. That is, here the place of work is the object, where the graduate can find the use of his qualifications. In our opinion, the differentiation of these concepts is helped by questions that, when defining an object, answer the question “what does a specialist do?”, And when defining a field of activity, “where does he work?”. Regardless of the terminological specifics, the personnel manager must clearly understand the range of professional tasks: 1. Organization of work with personnel in accordance with the general goals of the company's development and specific areas of personnel policy. The activities of the HR manager should be consistent with the long-term goals of the organization and create the conditions for achieving these goals. 2. Determination of the need for personnel and the main sources of attracting resources. The HR manager carries out the search and selection of personnel, conducts interviews with candidates, their primary diagnostics. 3. Conducting an assessment of the results of labor activity of employees, attestations, competitions for filling vacant positions. Regular certification makes it possible to determine the degree of efficiency of use and the quality of the company's human resources, to clarify the requirements that the company imposes on employees and their compliance with the results of labor activity, to identify difficulties and problems that are [Electronic resource]: approved. by order of the Ministry of Education and Science Ros. Federations from 24 Dec URL: 15

16 prevent employees from achieving the required performance indicators, determine the main areas of training, professional development and development of the company's personnel, as well as increase productivity and quality of work due to an increase in the level of staff motivation and responsibility. 4. Organization of personnel training, coordination of work to improve the qualifications of employees and the development of their business career. One of the tasks required to achieve the goals of the organization is to increase the cost of the company's main resource of its employees. Therefore, competent investment in training allows you to increase the professional competence of employees and achieve higher performance results. 5. Organization effective system communication, bringing information on personnel issues to all employees. Balanced information exchange in the organization assumes that employees will be aware of the main decisions of the management, structural, strategic changes in the company, and the management should be aware of the arrival of new employees, about the main events taking place in the middle management of employees. 6. Consulting managers of different levels on the organization of personnel management. High competence helps to improve the performance of managers, gives them favorable opportunities for development. With the necessary information, the HR manager can bring up sound and effective proposals for discussion and thereby contribute to the formation of activity to achieve the strategic goals of the organization. 7. Participation in planning social development team, the resolution of labor disputes and conflicts, the creation of a favorable social and psychological climate and the development of corporate culture. The socio-psychological climate of the company includes such indicators as satisfaction with work, conditions, content, relationships with colleagues at work, management style in the company, the level of tension and conflict, professional development, as well as the level of trust in the organization. Developed corporate culture presupposes high loyalty of personnel and unity of goals, adherence to the basic values ​​of the company, adherence to the rules and observance by employees of the standards established in the company. The implementation of activities that contribute to the formation of corporate culture, increases the cohesion of the team, allows you to indicate priorities. 8. Drawing up and execution of labor contracts, keeping personal files of employees and other documents. The HR manager should arrange for proper documented personnel records to allow 16

17 quickly and efficiently receive personnel information for making management decisions 1. Make a diagram that reflects the tasks of the professional activities of the personnel manager. The listed tasks do not exhaust the entire content of the HR manager, but are invariant (constant) for different organizations. The qualification reference book of positions of managers, specialists and other employees, approved by the resolution of the Ministry of Labor of the Russian Federation of August 21, 1998 37 2) contains the following list of positions of employees in the field of personnel management: head of the personnel department; HR manager; training engineer; Human Resources Specialist; HR inspector. This reflects the specialization of the functions and content of the activity in accordance with its specificity. Let us consider the content of the activity within the framework of individual tasks, as defined in the Qualification Handbook. Head of Human Resources: takes part in the development of human resources policy and HR strategy; organizes the determination of the current and future needs for personnel and the sources of its satisfaction; leads the work on the staffing of the enterprise with personnel, the formation and maintenance of a data bank on the composition of personnel; carries out work on the selection, selection of personnel; organizes adaptation work; organizes registration of admission, transfer and dismissal, personnel registration, and maintenance of established personnel documentation; organizes timekeeping, drawing up and fulfilling vacation schedules, ensures the preparation of established reporting on personnel records and work with personnel; carries out work to create a reserve of personnel; organizes certification of employees of the enterprise; participates in the development of a system for evaluating employees and the results of their activities; carries out work on updating the material, technical and information base, introducing modern methods of personnel management; provides guidance and coordination of the activities of specialists and personnel inspectors; provides social guarantees workers; analyzes personnel work, develops proposals for its improvement; monitors the state of labor discipline. 1 See about this: Shipilova O. A. Features of the HR manager. Personnel of Enterprise C The document has not been published. URL: 17

18 HR manager: organizes work with personnel in accordance with the general development goals of the enterprise, institution, organization and specific areas of personnel policy to achieve effective use and professional improvement of employees; ensures the completion of the enterprise by employees of the necessary profiles; determines the need for personnel, studies the labor market to identify possible sources of security the right staff; carries out the selection of personnel, conducts interviews with those who are hired for work, including graduates of universities, to staff the organization; organizes staff training, coordinates work on improving the qualifications of employees and developing their business career; communicates information on personnel issues and important personnel decisions to the employees of the organization; organizes the assessment of the results of the labor activity of employees, attestations, competitions for filling vacant positions; participates in decision-making on hiring, transfer, promotion, demotion, imposition of administrative penalties, dismissal of employees; develops a system for assessing the business qualities and personal qualities of the organization's employees, motivating their job growth; advises managers of different levels on the organization of personnel management; takes part in planning the social development of the team, resolving labor disputes and conflicts; draws up and draws up labor agreements and contracts, manages personal affairs and other HR documentation; supervises subordinate employees. Personnel training engineer: develops projects of long-term and current plans for personnel training, advanced training; organizes training and professional development of employees; draws up contracts with educational institutions for training, retraining and advanced training of employees; draws up schedules for sending employees to improve their qualifications; takes part in work on career guidance, development of curricula and programs, timetables for study groups; selects staff of teachers and instructors, completes training groups; monitors the quality of classes, student progress, implementation of curricula and programs; does work to ensure educational process, the introduction of automated tools and modern active teaching methods into the educational process; participates in conducting qualification exams, competitions professional excellence; organizes consultations to improve the professional training of mentors; makes cost estimates for training and advanced training of personnel, remuneration for training personnel and management of industrial practice, controls the correct use of funds for these purposes. HR specialist: conducts an analysis of the structure of personnel, documentation on personnel records in order to determine the need for personnel; participates 18

19 B in the study of the labor market to determine the sources of satisfaction of the need for personnel; informs employees of the enterprise about available vacancies; performs work on staffing the enterprise; takes part in the work on the selection, selection of personnel, proposals for the replacement of positions; oversees the registration of admission, transfer and dismissal of employees, issuance of certificates, compliance with the rules for storing and filling out work books, participates in the preparation of proposals for personnel development, business career planning, training and advanced training of personnel, as well as in assessing the effectiveness of training; takes part in the organization of work, qualification, certification, competition commissions; analyzes the state of labor discipline; preparation of documents for the establishment of benefits and compensations, registration of pensions for employees and other established documentation on personnel, as well as entering relevant information into the data bank of the personnel of the enterprise; prepares the established reporting. Personnel inspector: keeps records of personnel in accordance with unified forms of primary accounting documentation; draws up the reception, transfer and dismissal of employees; forms and maintains personal files of employees; fills in, maintains and stores work books, calculates work experience, issues certificates of labor activity of employees; enters information on the quantitative, qualitative composition of employees and their movement into the personnel data bank; studies the reasons for staff turnover, participates in the development of measures to reduce it; prepares materials for qualification, certification, competition commissions and the presentation of employees for incentives and awards; keeps records of the provision of vacations to employees, monitors compliance with vacation schedules; prepares the documents necessary for the appointment of pensions to employees, the establishment of benefits and compensations; prepares documents for storage in the archive; monitors labor discipline and compliance by employees with the rules of the internal labor schedule; prepares the established reporting. The professional and qualification division of labor involves the distribution of responsibilities between service employees, taking into account the activities carried out and the qualifications of special education and experience required to perform the work. The functional division of labor is inextricably linked with the system of work and is manifested in the assignment of individual functions to specific specialists. At the same time, the interaction of specialists with each other, coordination and exchange of information in solving operational issues should be ensured. The basis of the technological division of labor is the development of the technology of the work performed, the distribution of operations and procedures, authority and responsibility for the implementation of specific actions between specialists. nineteen

20 In many modern organizations, the specialization of the functions of personnel managers is reflected in the emergence of job titles that are interconnected with the main task of the specialist. Today you can find such names as recruiting manager (personnel selection), corporate culture development manager, social development manager, training manager (personnel training), assessment manager (personnel assessment), etc. All this reflects further differentiation of labor, taking place in the process of enrichment and development of professional activity. Analyze the content of the activities of employees of personnel services in various positions. What is common and what differences are observed in their functional activity? So, within the framework of one sphere of professional activity of personnel management, there are differences in professional tasks and specialization of functions of personnel managers Universal and functional roles of a personnel manager Determining the content and specifics of the activities of a personnel manager is possible not only through a description of functions, but also by identifying roles that they can execute in the HR management system and relations. A role-based methodology for studying managerial activity was proposed by G. Mintzberg 1 (1973). By role, he understood a set of behavioral rules corresponding to a specific institution or a specific position. The role-based approach to the analysis of management activity differs from the traditional one, based on management functions. The main differences are as follows: 1) management functions are general characteristics that combine the results of the performance of several management roles; 2) the roles of a manager describe, first of all, the sphere of his interaction with other people (subordinates, higher management, people external to the organization), the management function is realized not only in the course of contacts with people; 3) management functions and manager roles reflect different aspects of the management process: if management functions reflect the process of achieving the final goal through a series of intermediate stages, then the roles fill these stages with options for management interaction, i.e. functions 1 See: Mintzberg H. The Nature of Managerial Work P. 58.

21 management is a procedural aspect of management, and managerial roles are its instrumental aspect. The analysis of roles allows us to identify the content of the activity of a particular manager, the dominance of certain types of activity, due to its goals and objectives. Within the framework of this approach, it is possible to describe any position not only in terms of duties, rights, responsibilities and authorities, but also in terms of types and the required ratio of roles to role repertoire. This significantly expands the possibilities of studying professional activity. According to G. Mintzberg, managers in any organization perform ten universal roles, which are combined into three groups - interpersonal, informational and managerial (Table 2). Role repertoire of a manager (according to G. Mintsberg) Table 2 Role group Role Activities Informational Interpersonal Managerial Recipient Search and receipt of information; viewing periodicals and reports, personal contacts Distributor Transfer of information to other members of the organization Informant Informing external entities Conducting ceremonial and symbolic events; Representative meeting guests, signing legal documents Leader Management and motivation of subordinates; training, consultation and communication with employees Liaison link Maintaining information links both within the organization and outside of it Initiator Initiation of new projects, search for new ideas, gaining supporters Settlement of disputes and other problems; Peacemaker Conflict Resolution; adapting to crises during external environment Distributor Decisions on the allocation of resources, scheduling, budgeting resources, prioritization Participant negotiation Participation in negotiations with trade unions, representatives of the organization's interests The manager constantly works with business information: collects data, analyzes information, makes messages, generates reports, etc. Every day he receives a wide variety of information both within the organization and outside it. At the same time, he himself is a source of information or a kind of distributor of it. Such types of activities presuppose the performance of the "informational roles" allocated by G. Mintzberg. The interpersonal roles of spokesperson, leader, and liaison reflect different aspects of a manager's business interactions. Role 21

22 representatives are due to the status and the need to represent the interests of the organization in the external environment. The role of the leader reflects the position in the management of people. The role of the liaison is to provide horizontal relationships within and outside the organization. Management decisions are considered to be a product of a manager's labor or an area of ​​responsibility for planned and undertaken actions. In this regard, G. Mintzberg singled out four roles of initiator, peacemaker, distributor of resources and negotiator. In the role of a peacemaker, a manager deals with conflict and crisis situations that arise under the influence of various circumstances. A manager is an official who is assigned certain rights to allocate resources. The implementation of these rights requires a decision on the definition and distribution of resources by their types, volumes, executors and timing. In the role of a negotiator, the manager also makes decisions related to the responsibility for the use of certain resources, information, material, financial, human and time. Bakirovoy G. X. Personnel management training. SPb. : Speech, p. In addition to the listed universal roles, T. Yu. Bazarov described the functional roles of the HR manager 1. With regard to this content of the activity, the role set also includes several positions, while the manager can perform several roles simultaneously (Table 3). Functional roles of HR manager (according to T. Yu. Bazarov) Table 3 Role HR strategist HR administrator HR technologist HR innovator Contractor HR consultant-expert Activity content Development and implementation of HR strategy, organizational mechanisms for its provision Organization of work of HR departments Development and implementation of HR technologies Development and management of innovative personnel technologies Prompt implementation of personnel processes Consulting the management on problems related to the development of organizational and personnel potential, examination of the needs for workers, labor opportunities of specialists 1 See: Personnel management: textbook. / ed. T. Yu. Bazarova, B. L. Eremina. 2nd ed., Rev. and add. M.: UNITY, S

23 Regardless of the functions performed, specialization and performance of any role, the personnel manager in most cases works in the organization in the personnel department (service). Human resources departments in any organization are the centers for providing personnel management. The main purpose of the personnel service is to organize and coordinate the processes of working with people, the task is to create conditions for the management activities of managers at all levels. The personnel service performs the function of a coordinating link, interacts with other structural divisions and, along with them, is responsible for solving problems of increasing the efficiency of using the potential of employees. The name of the personnel service (personnel department, personnel management, human resources department, etc.) reflects not only the completeness of functions, but also the degree of activity and responsibility for the implementation of the goals set for it. Depending on the settings of the manager, personnel policy and the set of functions performed, personnel services can play different roles: serving, which is characterized by limited access to the decision-making process; personnel service is a department that technically performs the necessary personnel actions for the preparation of personnel data required for planning; administrative and control in the area of ​​competence of the service is the development and implementation of individual plans (for example, personnel training), it controls and is responsible for the rational use of funds allocated for the implementation of plans; The personnel consulting and expert service advises heads of departments on such issues as job planning, recruiting sources and informing about vacancies, etc. The personnel service acquires strategic (partner) partner status if it is capable and actively involved in the development of long-term plans and personnel programs. Find out and explain what role (s) the HR service plays at your place of work (internship, work of your loved ones). What opportunities do these roles provide for self-realization and further career growth HR manager? In small organizations, the HR manager / HR specialist independently performs the entire range of functions. In large organizations, the structure of a cadre service may include the following structural units: recruitment and development department; department of social programs (social development); 23

24 HR department. The personnel selection and development department solves the following tasks: selection and adaptation of employees; planning of intra-organizational movements; assessment of personnel in terms of effective use and development of the potential of employees; selection of candidates for the reserve for filling managerial positions; career planning and development of reserve training programs. The department of social programs develops, implements and coordinates activities in the following areas: improving the organization and working conditions; rational use and regulation of working hours; improvement of wages; moral encouragement and material incentives for employees; provision of social benefits to employees. The HR administration department carries out personnel records, including military personnel, personnel records management for all categories of workers. The structure of the personnel service is determined by the factors of development of the organization, the features of the management system, the content of the work. The organizational and functional structure of the service can and should be rebuilt in accordance with the development of the organization, social and labor relations in society as a whole. Accordingly, the functions, roles and titles of specialists, personnel managers will develop. History of the formation of personnel management The history of the formation and development of personnel management is a fairly rapid change in ideas, approaches and ideas about the essence and goals of employee management in organizations. In general, the development of personnel management can be represented as a sequential change of stages, each of which is characterized by its originality. Despite the fact that management problems as problems of labor organization and human interaction have a rich history, it is traditionally accepted to consider the dynamics of personnel management within the framework of a 100-year period from the beginning of the 20th century. Until now. The history of the development of personnel management can be divided into several stages: 1. Formation of general management as a practice of managing people in the labor process (years). 2. Separation of personnel management in the development of organizational psychology (gg.). 3. Professionalization of approaches to personnel management as an independent area of ​​professional activity (years). 24

25 4. Formation of personnel management as the basic strategy of the organization (1990 present). Each of these periods is characterized by the peculiarities of ideas about the essence, goals, tasks, possible forms of organizing the impact on the behavior of people in the labor process, the motives of labor activity, ways of influencing the indicators of labor efficiency. At the first stage of development, personnel management did not stand out in the management structure as an independent phenomenon. An individual employee or a group of employees was considered as an object of management, and the subject of management was labor force, which had to be turned into a system of orderly actions. That is why personnel management did not have its own specifics and was completely dissolved in the system of direct management on the line “boss-subordinate”. (Note in parentheses that until now in organizations with an undeveloped management system, personnel management acts as direct management carried out by any manager in relation to his subordinates). This feature is caused by the dominance of the technocratic approach to the analysis of all processes (economic, social, labor) caused by the industrial revolution. The main practical task of that period was the task of organizing the activities of huge masses of people gathered at industrial production... The need for mass serial production has also determined the peculiarities of views on labor, its organization and evaluation system. The main task of management was the task of increasing labor productivity, discipline turned out to be the main management mechanism, the main product of management was an ideal performer of a given function. The most radical principles of management, characteristic of the first period of development of management ideas, were formulated by F. Taylor 1. They were the organization and regulation of labor. Industrial Revolution created not only new forms of labor organization, but also the new kind subject of labor organized worker, whose interests were expressed by the trade union. Trade unions have set before employers the tasks of organizing not only labor itself, but also the system of labor relations. It was at this stage that the system of legislation acted as the basis for the emerging personnel management, and the main tasks of specialists employed in this area were the tasks of regulating the relationship between the employer and the employee. The second stage in the development of personnel management is associated with the emergence of specialized services in the organization's management system. These services (personnel departments), initially dealing only with the solution of formal problems of labor relations, faced the system labor conflicts, With Taylor F.W. Management / trans. from English A. I. Zak. M.: Controlling,

2 1. GENERAL DESCRIPTION OF THE PROGRAM 1.1. The purpose of the program implementation Ensuring the effective functioning of the personnel management system to achieve the goals of the organization: -forming students of professional

PROFESSIONAL STANDARD HR specialist APPROVED by order of the Ministry of Labor and Social Protection of the Russian Federation dated October 06, 2015 691н Registration number Contents

1 Registered in the Ministry of Justice of Russia on October 19, 2015 N 39362 MINISTRY OF LABOR AND SOCIAL PROTECTION OF THE RUSSIAN FEDERATION ORDER of October 6, 2015 N 691n ON APPROVAL OF THE PROFESSIONAL STANDARD

APPROVED by order of the Ministry of Labor and Social Protection of the Russian Federation dated October 06, 2015 691н PROFESSIONAL STANDARD HR Specialist 559 Registration number Contents

DRAFT version 8.0 PROFESSIONAL STANDARD Personnel management specialist I. General information Personnel management of the organization (name of the type of professional activity) The main purpose of the type

PROFESSIONAL STANDARD Personnel management specialist I. General information Personnel management of the organization (name of the type of professional activity) The main purpose of the type of professional activity:

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Competencies: OPK-5 - the ability to analyze research results in the context of the goals and objectives of your organization, OPK-6 - possession of the culture of thinking, the ability to perceive, generalize and economic

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Appendix 3 Working curricula for conditional professionalization of managers and specialists in personnel management of railways, branches, subsidiaries, dependent companies of Russian Railways and their structural divisions

"APPROVED" Director of the State Pedagogical University ASPK L.I. Malysheva 20 g. 1. General provisions 1.1. Human Resources Department of the State Professional Educational Institution "Anzhero-Sudzhensk Polytechnic College" (hereinafter

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1. General provisions According to state standard, specialists specializing in personnel management are intended to work in the personnel management service of state and municipal authorities

MINIBRANAUKI RUSSIA Votkinsk Branch of the Federal State Budgetary Educational Institution of Higher Professional Education “Izhevsk State Technical University named after M.T.

DRAFT version 7.0 PROFESSIONAL STANDARD Personnel management specialist I. General information Personnel management of the organization (name of the type of professional activity) The main purpose of the type

Vacation documentation: vacation schedule, orders, recall from vacation. Termination employment contract and registration of the employee's dismissal. Documenting the assessment of personnel performance Documentation

1 Direction of training 03/38/03 "Personnel management" The educational program in the direction of preparation 03/38/03 "Personnel management" (bachelor's level) is a new generation program

Federal State Educational state-financed organization higher professional education "FINANCIAL UNIVERSITY UNDER THE GOVERNMENT OF THE RUSSIAN FEDERATION"

State Autonomous Educational Institution of Higher Professional Education of the City of Moscow MOSCOW STATE INSTITUTE OF TOURISM INDUSTRY NAMED AFTER Y. A. SENKEVICH EDUCATIONAL-METHODOLOGICAL MATERIALS

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MINISTRY OF HEALTH AND SOCIAL DEVELOPMENT OF THE RUSSIAN FEDERATION (Ministry of Health and Social Development of the Russian Federation) P R And K A Z April 29, 2008 Moscow N 200 About Amendments to the Qualification Directory of Positions

APPROVED at a meeting of the Academic Council of the Faculty of the State Medical University (minutes of meeting 11 of March 26, 2014) Chairman of the Academic Council of the Faculty of the State Medical University / L.V. Savinov Subject of FQP bachelor's degree (bachelor's work) in

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DEPARTMENT OF HEALTHCARE OF PRIMORSKY KRAI REGIONAL STATE BUDGETARY PROFESSIONAL EDUCATIONAL INSTITUTION "USSURI MEDICAL COLLEGE"

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Local acts of the Institute; - methodological materials for personnel management. 1.9.1. The department should have documents and materials on the following issues: - structure and staff of the Institute; - internal rules

"APPROVED" by the Decision of the Board of Directors of JSC "NSCH named after A.N. Syzganov" Minutes 6-2016 of 23.11.2016. PERSONNEL POLICY JSC "National Scientific Center of Surgery named after A.N. Syzganov", Almaty, 2016 1.

RUSSIAN ECONOMIC UNIVERSITY named after G.V. PLEKHANOV

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I. General provisions 1. The personnel department is an independent structural unit of the institution. 2. The department is created and liquidated by order of the director of the institution. 3. The department reports directly

PRACTICE Topic 1. Labor resources, personnel and labor potential of the organization 1. Principles of human management in the organization. Their classification. 2. The concepts of "human resources", "human capital",

The discipline "Introduction to the specialty" is aimed at preparing students for:

Formation of basic knowledge and a set of skills necessary for solving problems in the field of personnel management;

Formation of motivation in the field of professional training, according to the chosen direction;

Readiness for self-study and continuous professional self-improvement in conditions of autonomy and self-government.

2. Place of discipline in the structure of OOP

requirements for the formation and use of labor resources, their professional training and retraining.

be able to:

apply methods and means of cognition for intellectual development, raising the cultural level, professional competence;

apply methods and means of cognition for intellectual development,

raising the cultural level of professional competence.

As a result of mastering the discipline, the master student must own skills:

a holistic approach to the analysis of society's problems;

planning, organizing and carrying out independent scientific activities;

the main methods, methods and means of obtaining, storing, processing information, skills of working with a computer as a means of information management.

* The decoding of the codes of learning outcomes and formed competencies is presented in the Main educational program 080400 in the direction of "Personnel management".

4. The structure and content of the discipline

4.1. The structure of the discipline by sections, forms of organization

and control of learning (table 2)

table 2

	Section title/themes	Classroom work (hour)	(hour)	Total	Forms of monitoring and certification
	Practical / Seminar
	Socio-economic development of the regions of the Russian Federation and the labor market					Discussion
	SRI TPU: historical background and modern infrastructure					Discussion
	Organizational context of HR management					Discussion
	general characteristics profession "Personnel management"					Discussion
	General characteristics of the "Human Resources" service of the organization					Practical work No. 1
	General characteristics of OOP. Bachelor's requirements. Learning prospects
	Educational research and creative work on the profile of training					Discussion
	Basic concepts and definitions in the field of professional activity					Discussion Practical work number 2
	final examination

4.2. Annotated content of discipline sections

Section 1. Socio-economic development of the regions of the Russian Federation and the labor market (Unified)

Lectures (2 hours):

Discussion.

Section 2. SRI TPU: historical background and modern infrastructure (Unified)

Lectures (2 hours):

Discussion.

Case No. 1.

Section 3. Organizational context of personnel management.

External and internal environment of the organization. Elements of the internal organizational environment. The laws of the organization: the fundamental and secondary laws of the organization. Organizational structures: mechanistic and organic. Stages life cycle organization and development of the personnel management service.

Discussion

Section 4. General characteristics of the profession "Personnel management".

Lectures (4 hours): General ideas about professions and specialties. The main tasks and functions of state bodies for labor: functions of the Ministry of Labor and Social Protection of the Russian Federation in the field of legal regulation in the social and labor sphere. Functions of the labor and employment service of the Tomsk region. Functions of the state labor inspectorate.

Discussion.

Case number 2.

Section 5. General characteristics of the "Human Resources" service of the organization.

Lectures (4 hours): General characteristics of the personnel management service in organizations. Functions of the "Human Resources" service in organizations. The main requirements of the Qualification Handbook of the positions of managers, specialists and other employees for the HR manager: job responsibilities, professional knowledge, qualification requirements. Approaches to organizing the work of the personnel management service in different states.

Practical work No. 1. Analysis of job descriptions of the head of OK, HR manager.

Section 6. General characteristics of OOP. Bachelor's requirements. Learning prospects.

Lectures (4 hours): Characteristics of the main disciplines of OOP. Opportunities for academic mobility of students. Speeches of PLO alumni.

Essay.

Section 7.Educational - research and creative work on the profile. Lectures (4 hours): General characteristics of the scientific activity of TPU. Acquaintance with the main directions of scientific activity of the department. Prospects for participation in research.

Discussion.

Section 8. Basic concepts and definitions in the field of professional activity.

Lectures (6 hours): organization, system, mission, goals, recruitment, adaptation, motivation, organizational culture, rationing and organization of labor, conflict, contract, job descriptions, training, development, staff turnover.

Discussion.

Practical work No. 2.

4.3. Distribution of competencies by discipline sections

Distribution by discipline sections of the planned learning outcomes for the main educational program, formed within the framework of this discipline and specified in paragraph 3 (table 3).

Table 3

	Formed Competencies	Discipline sections

5. Educational technologies (table 4)

When mastering the discipline, the following combinations of types of educational work with methods and forms of enhancing the cognitive activity of undergraduates are used to achieve the planned learning outcomes and the formation of competencies.

Table 4

Methods and forms of revitalization	Types of educational activities
	Etc. classes
Discussion
IT-methods
Teamwork
Individual training
Problem learning
Experience-based learning
Research method

To achieve the set goals of teaching the discipline, the following means, methods and organizational measures are implemented:

Study of the theoretical material of the discipline in lectures using computer technology;

Independent study of the theoretical material of the discipline using Internet- resources, information bases, methodological developments, special educational and scientific literature;

Consolidation of theoretical material when performing problem-oriented, search, creative tasks in practical classes and in the process of performing practical work

IT methods are used in the process of processing and manipulating information;

Teamwork is carried out at seminars in the process of analyzing practical work;

Individual training as a way to apply theoretical knowledge in the process of performing practical work, analyzing presentations

Problem-based learning involves organizing material around a topic.

6. Organization and teaching and methodological support
independent work of students (CPC)

6.1 Current CDS , aimed at deepening and consolidating knowledge, as well as developing practical skills, consists in:

Students' work with lecture material, search and analysis of literature and electronic sources of information on a given problem;

Completing individual assignments;

Discussion of topics proposed for discussion;

Implementation of cases and discussion of the results obtained;

Preparing for the conference week.

6.2 Creative Problem-Based Independent Work (TSR) is aimed at developing intellectual skills, a complex of universal (general cultural) and professional competencies, increasing the creative potential of undergraduates and consists in:

Research work and participation in conference weeks, discussions;

Working with cases.

6.2.1. An indicative list of scientific problems and areas of scientific research:

Creative problem-oriented independent work includes: work performed by students independently.

Practical work No. 1. Based on analysis job descriptions HR manager and HR manager to schedule their working day.

Practical work No. 2. Based on the proposed material, groups of students are invited to make a presentation (4-5 slides), in which a specific discipline will be presented. The presentation must reflect: basic concepts, object of study, relationship with other (2-3) disciplines

Case No. 1. Analysis of work situations arising from personnel management employees in various organizations.

Essay. Write an essay on the topic "The role of the HR manager in a modern organization."

Discussion involves a discussion of situations that arise in the course of the functioning of the personnel management service. Students are invited to give options and methods for solving problems, discuss ways to solve them, which were formed in the process of developing management science. Also, students are invited to independently submit one of the studied / planned disciplines based on the material proposed by the lecturer.

An indicative list of scientific topics for discussion:

1. Functions of the personnel management service in the structure of the organization.

2. Comparative analysis of the concepts of personnel management.

3. Components of a personnel management system: functions and content.

www. ***** - the official site of the Russian Academy of Sciences.

9. Logistics of the discipline

When studying the main sections of the discipline, performing laboratory work, students use computer equipment, the Internet information environment.

The program is compiled on the basis of the TPU OOP Standard in accordance with the requirements of the Federal State Educational Standard for the preparation of masters in the direction 141100.68 "Power Engineering" and the training profiles "Research and Design of Boilers" and "Technologies for the Production and Diagnostics of Power Equipment"

The program was approved at a meeting of the Department of Philosophy

(minutes No. ____ dated "___" _______ 2012)

Reviewer: ___________

Ministry of Education and Science of the Russian Federation

Federal State Budgetary Educational Institution of Higher Professional Education

"TYUMEN STATE OIL AND GAS UNIVERSITY"

Institute of Cybernetics, Informatics and Communications

Department of Cybernetic Systems

Kovalev P.I.

CONSECTION OF LECTURES ON THE DISCIPLINE "INTRODUCTION TO PROFESSIONAL ACTIVITY"

Direction 220400 - Management in technical systems,

Form of study: full-time, part-time

Semester: 1

Lectures 36 (hours)

Practical lessons 36 (hours)

Laboratory exercises are not provided

Independent work - 108 (hours)

Independent work without a teacher - 97.2 (hours)

Working with a teacher:

with a student - 4.3 (hour)

with a group - 6.5 (hour)

Pass - not provided

Exam 1 (semester)

Course work not provided

Test work (correspondence course)

Tyumen 2012

EXTRACT FROM THE WORKING EDUCATIONAL PLAN OF THE DISCIPLINE "INTRODUCTION TO PROFESSIONAL ACTIVITY"

Total hours - 180 (5 zetas)

The total number of classroom hours - 72

Lectures - 36 (hours)

Practical lessons - 36

Laboratory exercises - not provided

Independent work - 108 (hours)

Work without a teacher - 97.2 (hours)

Work with a teacher:

with a student - 4.3 (hour)

with a group - 6.5 (hour)

Exam - 1 (semester)

Coursework - not provided

Per week: lectures - 2 (hours), laboratory classes - 2 (hours)

Total weeks - 18 (1st to 18th)

Session - ??? (weeks)

INTRODUCTION

The discipline "Modeling of biological processes and systems" is included in the federal component of the block of general professional disciplines. The main sections of the discipline:

1 Goals and objectives of the discipline

The goal of the discipline is to form the following competencies in graduates:

general cultural competence (GC)
	have the ability to realize the social significance of their future profession, be highly motivated to carry out professional activities): final state certification, including the preparation of final qualifying work
professional competence (PC)
	have the ability to collect, process, analyze and systematize scientific and technical information on the research topic, use the achievements of domestic and foreign science, technology and technology)
	be willing to participate in the preparation of a feasibility study for projects for the creation of systems and means of automation and control)
	have the ability to collect and analyze initial data for the calculation and design of systems and automation and control equipment)
	have the ability to perform calculations and design of individual blocks and devices of automation and control systems and select standard automation, measuring and computing equipment for the design of automation and control systems in accordance with the terms of reference)

In the learning process, the student must master the following didactic units:

technical system

life cycle of a technical system

control systems

automatic regulation;

As a result of studying the discipline, the student must:

know:

the main provisions of the State educational standard for the specialty 220400 Management in technical systems;

area of ​​professional activity of a university graduate in the direction of training 220400 "Management in technical systems", qualification - bachelor

objects of professional activity of a bachelor

types of professional activities of a bachelor

tasks of the professional activity of the bachelor

be able to:

draw up functional diagrams and mathematical models simple systems management;

own:

basic concepts of the theory of technical systems and automatic control systems.

System definition

System examples

Subsystem

System structure. Scheme. Configuration

System environment. Enveloping system

Process. System operation

System modeling. Model. Original model

Full-scale modeling

Analog simulation

Understanding the system. Conceptual, mathematical and graphic models.

ORGANIZATION SYSTEMS

Determination of the organizational system.

The purpose of the organizational system

Industrial plant

Division of industrial enterprises by industry. Factory, factory, mine, mine, power plant

Factory management. Director of an industrial enterprise. Chief Engineer.

Factory management departments. Design department. Technological department. Planning department. Purchase department. Chief Mechanic's Department. Chief Power Engineer Department

Workshops. Examples of specialized (main) workshops. Auxiliary workshops

TECHNICAL SYSTEM

Definition of a technical system.

Purpose of the technical system

The principle of operation of the technical system. Cars.

Working machines. Purpose, main types and examples of working machines

Working machine structure

The executive body of the working machine. Transport vehicle engine. Examples of movers

ENERGY MACHINES

Energy. Types of energy. Examples of the transition of energy from one type to another

Definition of an energy machine

Purpose of the internal combustion engine

Internal combustion engine structure. Cylinder and piston. Valves

The principle of operation of a four-stroke internal combustion engine. Piston stroke

Crank mechanism. The role of the flywheel

Crankshaft

Internal combustion engine knocking. Antiknock additives. Application of slowly burning hydrocarbons

Hydraulic turbine. Hydraulic turbine structure. Application of hydraulic turbines

Active hydraulic turbine

Jet propulsion.

Determination of the impulse of a mechanical system. Momentum of a system formed by particles (material points)

Momentum conservation law

Rocket movement

The principle of operation of a jet hydraulic turbine

Steam turbine

INFORMATION PROCESSES

Message and information

Information source, information consumer, information transmission medium

The pragmatic function of information

Information process. Examples of elementary information processes

The quality of the information. Information quality indicators. The purpose of organizing the information process

CONCEPTUAL MODEL OF THE COMPUTER MACHINE

The von Neumann model

Computer components

Memory structure. Memory address

Team structure

The principle of operation of a computer. Command counter. Examples of operations

Interaction of a computer with external devices. Ports

CONTROL SYSTEMS

Definition of control. Control device and control object.

Automatic regulation Automatic regulator

Examples of automatic regulators

Automatic regulator structure

Direct and indirect regulators

QUALITY OF AUTOMATIC REGULATION.

Product quality

Stationary operation of the system

Transient process

Automatic control system quality

TECHNICAL SYSTEM LIFE CYCLE

Life cycle of a technical system

The stage of the pre-design study of the system

Technical task

System design phase

Preliminary design

Working draft

Feasibility study of the technical system.

Design documentation

Unified system for design documentation

Technological documentation

Invention and design

Technical system testing

Debugging a technical system

Technical system testing

Installation work

Technical system adjustment

Technical system implementation

Purpose of diagnostic tools

Verification of measuring instruments

Metrology

Maintenance of the technical system

Prevention of the technical system

Technical system repair

AREA OF PROFESSIONAL ACTIVITY OF THE BACHELOR

The area of ​​professional activity of a university graduate in the direction of training 220400 "Management in technical systems", qualification - bachelor

Objects of professional activity of a bachelor

Bachelor's professional activities

Tasks of the professional activity of a bachelor

Design and engineering activities

Production and technological activities

Research activities

Organizational and managerial activities

Installation and commissioning activities

Service and operational activities

THEORETICAL MATERIAL

BASIC CONCEPTS OF SYSTEM ANALYSIS

System definition. The system is a set of objects (system components) connected with each other and forming a certain integrity.

1.1. Examples of systems. Descriptions of the following systems can be found in physics textbooks:

Example 1. The components of a beam scale are an equal arm and two bowls attached to the ends of the arm.

Example 2. A piston slides along the walls of the cylinder, between the bottom of the cylinder and the piston there is gas, which is heated by a heat source located under the bottom of the cylinder.

1.2. Subsystem. An integral part of the system is called its subsystem. In example 2, the cylinder is a subsystem consisting of a bottom and walls.

System structure. A binary connection connects two objects to each other, ternary - three objects, etc. The set of connections between the components of the system is called the structure of the system. The structure of a system with binary connections is usually represented in the form of a diagram, on which the components of the system are depicted as rectangles, and the connections between them are lines, inside the rectangle they write the name of the component. Sometimes they talk not about the structure of the system, but about its configuration. Usually the word "configuration" is used when the connections between the components of the system can change (configuring an electronic computer - the selection and installation on the computer of the software necessary to solve a specific problem).

System environment. As a rule, the components of the system are connected not only with each other, but also with objects that are outside it, these objects form the environment of the system. If you add some objects from its environment to the system, then new system will be enclosing with respect to the original system, and that becomes a subsystem of its enclosing system. In example 1, the environment of the system is formed by the load, weights and the Earth; if in example 2 the expanding gas pushes the piston, which lifts the weight, then the weight is included in the environment of the system.

1.5. Geometric and physical connections. The components of the systems described in examples 1 and 2 are attached to each other, their relative position cannot be arbitrary. This relationship is called geometric. The connection between the gas in the cylinder (example 2) and the heat source is physical - the gas is heated by the heat that it receives from the heat source.

1.6. Process. At each moment of time, the components of a technical system are in a certain state; the sequence of changes in their states over time form the processes taking place in the system. The sequence of changes in the states of the entire system over time in accordance with the purpose of the system is called its functioning.

System modeling. Modeling is any research method that allows you to obtain information about a certain system (original model) by studying another system (model).

2.1. Full-scale modeling. As a rule, direct experimental studies of the original model are complicated by a number of factors. These include too large or too small system sizes, too fast (slow) process speed, high (low) temperature, absence of the original model (when the simulated system is only being designed). When the purpose of the study is a detailed study of a very specific process occurring in a system with certain geometric and physical characteristics under given operating conditions, full-scale (physical) modeling is used. Examples of full-scale modeling are experiments with reduced copies of aircraft in wind tunnels and ships in experimental pools.

2.2. Analog modeling. In analog modeling, the physical processes in the model and its original are qualitatively different, but there is a certain analogy (similarity) between them. A constant electric current in a conductor can be represented by the flow of liquid through a pipe; on a physical geographic map, features of the terrain are highlighted using color, circles indicate settlements, etc.

2.3. Understanding the system. In order to understand the structure of complex systems and the regularities of the processes occurring in it, their conceptual, mathematical and graphic models are built. As a rule, they are descriptions of systems using a natural language (Russian, English, Chinese, etc.), to which special terms, mathematical symbols, diagrams, graphs, tables are added.

ORGANIZATION SYSTEMS

1. Determination of the organizational system. The components of organizational systems are people, as well as buildings, structures, office equipment, communications, etc. Examples of organizational systems are schools, universities, firms, enterprises.

2. The purpose of the organizational system. The activities of people included in the organizational system should be aimed at achieving the goals set for it.

Industrial enterprise. An industrial enterprise is an organizational system that uses a system of machines to manufacture various products.

3.1. Division of industrial enterprises by industry. Industrial enterprises are divided according to industries, in other words, according to the type of products they produce. In Russia, there are about 20 main industries: fuel, chemical, mechanical engineering, ferrous and non-ferrous metallurgy, etc. Often an industrial enterprise is called a plant, in some industries industrial enterprises are called differently: a factory (textile, food industry), a mine or a mine ( mining), power plant (electric power industry).

3.3. Factory management. The activities of the plant are managed by the plant management headed by the director. First Deputy Director - Chief Engineer. The plant management consists of departments: design, technological, planning, accounting, department of the chief mechanic, department of the chief power engineer, supply department, personnel department, etc.

3.3.1. Design department. In the design department, design documentation is developed - graphic and text documents (diagrams, calculations, explanatory notes, etc.) containing information about the products necessary for their manufacture, operation and repair.

3.3.2. Technological department. Factory technologists determine the sequence of operations that make up the production cycle, the equipment needed, how much time and materials will be consumed, how many workers will perform each operation, etc.

3.3.3. Planning department. The planning department determines the number of pieces of equipment, the number of workers, the amount of funds required for the production of products, makes up the schedule for the implementation of production tasks.

3.3.4. The supply department establishes contacts with other enterprises, receives ready-made parts and assemblies from them, monitors how they are used.

3.3.5. Chief Mechanic's Department. The department of the chief mechanic takes care of the production and purchase of the necessary equipment, the department of the chief power engineer deals with the issues of power supply, providing the enterprise with heat and water.

3.4. Workshops. As a rule, the processing of materials and the release of products is carried out in specialized workshops: mechanical, foundry, forging, assembly. The main production is serviced by auxiliary shops: tool, welding, repair.

TECHNICAL SYSTEM

Definition of a technical system. A technical system is made up of parts made by humans using tools and other technical systems.

1.1. The purpose of the technical system. Each technical system performs some function, in other words, has a specific purpose. Using the beam balance, the mass of a solid is determined, the piston in the cylinder can do useful work (for example, lift a load).

1.2. The principle of operation of the technical system. The operating principle of a technical system explains how it performs its function. In order to determine the mass of the load, it is placed on one pan of the scales, and standard weights are placed on the other pan: if the mass of the load is less than the total mass of the weights, then the bowl with the load begins to rise, if the mass of the load is greater than the total mass of the weights, then the bowl with a load begins to fall when the mass of the load coincides with the total mass of the weights, the beam balance maintains equilibrium. In example 2, heating the gas in the cylinder causes it to expand and the piston moves upward, lifting the weight.

Cars. The basis of modern technology is machines. A machine is a technical system, the components of which change their states in coordination in order to carry out transformations of energy, materials, information.

2.1. Working machines. Working machines use energy to perform useful mechanical work - changing the shape, properties, state and position of objects of labor.

2.1.1. Examples of working machines. Working machines are tool machines (metal-cutting, woodworking, weaving machines, construction, mining, agricultural machines, etc.), transport machines (cars, diesel locomotives, airplanes, motor ships, etc.), transporting machines (conveyors, elevators , cranes, hoists).

2.1.2. The structure of the working machine. The engine serves as the source of mechanical energy of the working machine, the transmission transmits the movement from the engine to the executive bodies that directly perform useful work, all these components, together with the control system, are located on the skeleton (bed, frame).

The executive body of the working machine. The device of the executive bodies of working machines depends on the operations performed and on the properties of the processed materials. Metalworking machines drill, sharpen, grind metal, earthmoving machines loosen the soil, dig, move it, level it, compact it; machines for the extraction and processing of stone materials are drilled, crushed, grinded; agricultural machines plow, sow, reap, mow, thresh; printing machines print. The executive body The transport vehicle is driven by a propeller - wheels for a car and a diesel locomotive, tracks for a tractor, a propeller for a ship, a propeller for a piston or turboprop aircraft, a gas jet for a jet aircraft.

ENERGY MACHINES

Definition of an energy machine. Energy is a scalar physical quantity that characterizes the intensity different forms movement and interaction. It has been established that they can transform into each other in strictly defined quantitative ratios. Distinguish between mechanical, thermal, chemical, electromagnetic energy, etc.

Example 1. At a moment in time t 0 hockey puck glides on ice at speed v 0, the mechanical energy of its motion (kinetic energy) is equal to m v 0 2 / 2. Due to friction on the ice, the speed of the washer decreases and at the moment of time t 1

becomes equal v 1, and its kinetic energy is m v 1 2 / 2. Thus, the kinetic energy of the washer for the time interval [ t 0, t 1] decreased by the value m v 0 2 / 2 - m v 1 2/2, this value is equal to the released thermal energy, as a result, the temperature of the washer, ice, ambient air and a thin film of water, which covers the ice and serves as a kind of lubricant, increased.

Example 2. The main fuel in modern internal combustion engines is gasoline - a mixture of liquid hydrocarbons. Hydrocarbons are organic substances that contain only carbon and hydrogen atoms. The boiling point of hydrocarbons that form gasoline does not exceed 100 degrees. A mixture of gasoline vapors with air (combustible mixture) enters the cylinder of an internal combustion engine, its chemical energy E0 is determined by the interaction of atoms of hydrogen, oxygen, carbon and other elements included in it. As a result of fuel combustion, the bonds between atoms change and the chemical energy of the combustion products becomes equal to E1. The amount of heat released during fuel combustion is equal to the difference E0 - E1.

Energy machines convert one type of energy into another. The degree of perfection of an energy machine is determined by a dimensionless quantity - its efficiency.

2. Four-stroke internal combustion engine

2.1. Purpose of the internal combustion engine. The internal combustion engine converts the thermal energy that is released during the combustion of fuel into mechanical energy from the rotation of the shaft.

2.2. Internal combustion engine structure. The main component of an internal combustion engine is a cylinder, along the walls of which a piston slides. The cylinder is attached to the machine body. The upper base of the cylinder is called the head, and it has three holes: two holes are blocked off by the intake and exhaust valves, and the third has an electric spark plug.

2.3. The principle of operation of an internal combustion engine. During the first stroke of the engine operation, the piston goes down, the intake valve opens and the cylinder fills with a combustible mixture of gasoline vapors with air. At the beginning of the second stroke, the intake valve closes and the piston moves upward, compressing the fuel mixture. When the piston reaches the upper position, a spark jumps between the electrodes of the spark plug, the combustible mixture ignites, the pressure in the cylinder increases and pushes the piston down - it makes a working stroke. The chemical energy contained in the combustible mixture is converted first into heat, and then into mechanical energy of the piston movement. Fourth stroke: the exhaust valve opens, the piston goes up, pushing the combustion products out of the cylinder. The outlet valve then closes and the cycles are repeated.

2.4. Crank mechanism. The crank mechanism is a subsystem of an internal combustion engine that converts the mechanical energy of the reciprocating piston movement into mechanical energy of a rotating shaft, on which a massive wheel - a flywheel - is mounted. Inside the piston, a roller is rigidly fixed - the piston pin, the upper connecting rod head covers the piston pin, and the lower one - the crankshaft journal. Connections between the connecting rod and the piston pin and the crankshaft are articulated, with the upper connecting rod head moving up and down with the piston, and the lower one causing the crankshaft to rotate. The movement of the piston in the first, second and fourth strokes occurs due to the rotation of the flywheel.

2.4.1. Crankshaft. A modern automobile engine consists of several cylinders, their piston pins are connected to the crankshaft, which acts as a crank. The work of their valves is adjusted in such a way that at each moment of time the piston of a cylinder makes a working stroke. In this case, the flywheel becomes unnecessary.

2.5. Internal combustion engine knocking. The efficiency of an internal combustion engine is equal to the ratio of the amount of energy released during the combustion of fuel in the cylinder during the third stroke to the amount of mechanical energy received by the shaft during one cycle of engine operation. To increase the efficiency of the engine, it is necessary to increase the compression ratio of the mixture of gasoline vapors with air in the cylinder. However, at high pressure and temperature, substances appear in the mixture of gasoline vapors with air that cause engine detonation: fuel burns very quickly, a characteristic knock appears, engine parts wear out quickly. To eliminate engine detonation, special substances (antiknock additives) are added to gasoline or processed, increasing the content of slowly burning hydrocarbons in it.

Original document?

Introduction to professional activity (direction "Management"). Lectures

>>1. Subject, purpose and objectives of the discipline "Introduction to professional activity."

Subject "Introduction to professional activity" is one of the main and necessary for the conscious study of the professional activities of graduates in the direction of training Management, regardless of the form of ownership of the organizations in which they will work in the future. It forms understanding of the nature and content of management, required professional and personal qualities manager, the role of management in the development of society as a whole, which allows students to deeply understand the essence and social significance of the profession as a whole.

Basic goals:

1. Creation of conditions for a conscious understanding by students of the direction of their specialization in the process of higher education;

2. Awareness by students of their life goals and objectives in modern conditions;

3. Planning a personal development program for the desired employment and building your own career;

4. Deep understanding by students of the content and social significance of their specialty.

These goals are achieved by solving problems:

To give students an objective idea of ​​the formation and development of professional management activities.

To give students an objective idea of ​​the dynamics and prospects of the conditions for the professional activity of management.

To teach how to effectively use your time and those of your subordinates.

To teach technologies for choosing life goals and their achievements.

To instill a high organizational culture.

>> 2. Features of economic education in Russia. Terms and forms of receipt higher education in Russia. Economics is a fundamental science.Having absolutely no idea about this science, a person cannot take an active part in the economic and political life of the country. Even in ordinary life, a person needs basic knowledge in the field of economics in order to correctly account for income and expenses, plan large purchases, determine the most favorable time for investing excess family income in financial instruments and stocks, correctly calculate loan interest, mortgage interest. A person with an economic education can not only be an employee, but also the organizer and leader of his own enterprise.The building of the state apparatus is being built on the foundation of the economy. Without knowledge of economics, a person cannot conduct efficient management, successfully manage his own business, and determine a reasonable price for his labor. As without knowledge of the language, we cannot communicate with people, so without knowledge of basic economic laws, a person cannot cooperate with business partners, be a worthy competitor.

So, why is the interest of applicants in the Faculty of Economics so great?Because there is a very wide range of applications of economic knowledge in modern society. Having an economic diploma, a university graduate can find a place for himself in almost any sphere of human life: in the political, in the pedagogical, in the industrial, in the technical, in the agricultural and even in medicine.

The levels of professional education - higher education since September 2013 include:

higher education - bachelor's degree; 4 years

higher education - specialty, master's degree; 5-5.5 years old, 6 years old

higher education - training of highly qualified personnel.

You can apply for bachelor's and specialty programs on the basis of secondary general education, for master's programs and training of highly qualified personnel - on the basis of higher education at other levels (not necessarily on a budgetary basis), for training programs training of highly qualified personnel requires a higher education - a specialist's degree, a master's degree.

>> 3. Principles, structure and stages of higher education in Russia. Types and names of universities in Russia .

Education is a long-term process, as a result of which a person acquires knowledge about the nature of the universe, human values, receives his personal and life experience accumulated by previous generations.

The scheme of the education system in the Russian Federation (Russia) looks like this :

The first link is preschool education (kindergartens, nursery-kindergartens, early childhood centers child development, gymnasium);

The second link is educational institutions (schools, lyceums, gymnasiums) offering primary, basic and secondary education;

The third link - secondary vocational education (schools, technical schools, lyceums, colleges);

The fourth link -higher education (universities, institutes, academies);

Fifth link - postgraduate education (postgraduate, doctoral, residency).

Educational institutions are: State - regional and federal; Municipal; Non-state, that is, private.

In Russia, there are 3 types of educational institutions of higher education: university, academy, institute.

>> 4. KFU: characteristics and history of development

In execution of the Decree of the President of Russia D. Medvedev "On the establishment of federal universities in the North-West, Volga, Ural and Far Eastern federal districts" on October 21, 2009 by the order of the Government of the Russian Federation of April 2, 2010 year, the federal state autonomous educational institution of higher professional education "Kazan (Volga Region) Federal University" was created by changing the type of the existing state .about educational institutions of higher professional education "Kazan State University them. IN AND. Ulyanov-Lenin ".

On February 2, 2011, an order was signed The Ministry of Education and Science of the Russian Federation on joining the KFU of the Tatar State Humanitarian and Pedagogical University, the Kazan State Financial and Economic Institute and the Yelabuga State Pedagogical University. The number of KFU branches has also increased. Educated at KSU Zelenodolsk and Naberezhnye Chelninsky Yelabuzhsky was added to the branches.

In April 2012, the Kama State Academy of Engineering and Economics (INEKA) became part of KFU, which became part of the Naberezhnye Chelninsky branch of KFU.

>> 5. NPI KFU as part of KFU: role and characteristics

Naberezhnye Chelninskythe KFU Institute is the largest university in the Zakamsky region, which provides an opportunity to receive a classical education focused on the needs of the modern world.

Full name: Naberezhnye Chelninsky Institute (branch) of the federal state autonomous educational institution of higher education "Kazan (Volga region) Federal University"

Short name: Naberezhnye Chelninsky Institute (branch) FGAOU VO KFU, Naberezhnye Chelninsky Institute (branch) KFU, Naberezhnye Chelninsky Institute KFU.

This is a university that united the first branch of KFU in the region, opened in 1997, and the Kama State Academy of Engineering and Economics (INEKA), founded in 1980. The date of the reorganization of the KFU branch in the city of Naberezhnye Chelny and INEKA is April 27, 2012.

Today, the institute has:

6 departments (automotive, information technology and energy systems, construction, economic, legal, social and humanitarian)

 College of Engineering and Economics

9 educational buildings

 Engineering Center KFU

4 educational programs of a specialist

21 postgraduate specialties

 Dissertation Council in doctoral studies

 Center for Chinese Culture named after Confucius

 Center for Continuing Education (refresher courses and professional retraining)

Complex of comfortable hostels

 Library with a collection of more than 400 thousand volumes

 Sanatorium-preventorium

The recreation center "Dubravushka"

1.In 2013, the KFU Engineering Center was created at the institute - a base for scientific and technical research and development, as well as targeted training for industrial enterprises. In the center there are more than 20 scientific and educational laboratories in the field of the latest production technologies.

2. Naberezhnye Chelny Institute KFU cooperates with more than 70 organizations, including: "KAMAZ", " Kamgesenergostroy", LLC" Ford-Sollers Elabuga ", Mitsubishi, ELAZ," Chelnyvodokanal "," TransTechService ", firms" Beginning "and" New Foundry Technologies ", etc. continuous professional development.

3.Among the large projects implemented at the institute, such as: the All-Russian youth forum "Automation and progressive technologies", the All-Russian camp for beginning journalists "MediaMir", the Linguistic school "Young polyglot", the All-Russian festival for beginning journalists "MediaPokorenie", the All-Russian shift student asset "Revolution in student life-2014" and many others.

4.Students of the institute systematically win grants for scientific research, study in Russian and foreign universities, become holders of scholarships of the President of the Russian Federation, the Government of the Russian Federation, the President of the Republic of Tatarstan, the Government of the Republic of Tatarstan, the Academy of Sciences of the Republic of Tatarstan, the head of the Office of the President of Russia for internal policy O. Morozova, Deputy State Duma of the Federal Assembly of the Russian Federation A. Kogogina. Also among the students of the university are members of the team of the world student project to create a racing car "Formula-Student", residents of the Chelny IT-park, holders of various grants.

5. The trade union committee of students and postgraduates conducts active work, creating an opportunity for the embodiment of all creative ideas of initiative youth. About 30 creative associations, student clubs and sports sections work for students.

6. Naberezhnye Chelninsky the KFU Institute is the only university in the city that trains journalists. Students and everyone can realize themselves in the educational TV and radio studios- in the student television laboratory TSL and on the student radio "URa". The guys are releasing the city youth program “Your. My. Ours! ”, And also broadcast live.

7.Today Naberezhnye Chelninsky KFU Institute is the largest engineering university in the Zakamsky region. Here they open new specialties, raise their own personnel, take care of improving the quality of the educational process and educating students.

>> 6. Features of the organization of the educational process.

The organization of the educational process at the University according to the basic educational programs of higher professional education is regulated by the schedule of classes and the educational program.

The main educational program includes a curriculum, work programs of educational courses, subjects, disciplines (modules) and other materials that ensure the quality of training of students, as well as educational and industrial practice programs, a calendar curriculum and methodological materials that ensure the implementation of the appropriate educational technology. . Educational programs of different levels are mastered at the University in various forms, differing in the volume of compulsory classes of a scientific and pedagogical worker with a student (full-time, part-time (evening), part-time and in the form of external studies).

The standard terms of mastering the basic educational programs of higher professional full-time education is: for obtaining a qualification (degree) "bachelor" - 4 years; to obtain the qualification (degree) "specialist" - at least 5 years; for obtaining the qualification (degree) "Master" - 2 years.

The specified terms for part-time (evening) and part-time forms of study, as well as in the case of a combination of various forms of training in the implementation of bachelor's programs and specialist training can increase by 1 year, and for a master's program by 5 months compared to the duration of full-time studies based on the decision of the Academic Council of the University.

The educational process at the University is conducted in the state language of the Russian Federation - Russian. By decision of the Academic Council of the University, classes can be conducted in the languages ​​of the peoples of the Russian Federation and foreign languages.

>> 7. Types of classroom studies, independent work and work activities of a student at a university.

Auditory lessons are the main form of mastering the content of the educational program of the university, the acquisition of fundamental knowledge by students and basic skills allowing to carry out professional activities in accordance with qualification requirements.

The main types of classroom activities include: lecture lesson (lecture), seminar lesson (seminar), practical lesson, laboratory lesson, independent work under the guidance of a teacher, colloquium, theoretical (scientific and practical) conference, test work, control lesson, consultation, defense of term paper, practice.

Independent work of students - This is the activity of trainees, performed on the instructions of the teacher, but without his direct participation. The independent work of students is based on information and developmental teaching methods in combination with elements scientific research... In the course of independent work, the following is carried out: consolidation and deepening of the acquired knowledge, acquisition of skills and the formation of skills; search and acquisition of new knowledge; mastering the methods of independent work with educational material; acquisition and development of skills in searching, analyzing and generalizing information, as well as its structuring; preparation for upcoming studies, tests and exams.

It is accepted to consider as the main types of students' independent work: doing current homework (reading recommended literature, doing exercises, solving problems and assignments); execution of control works; writing abstracts; preparation of thematic messages for seminars and speeches at the conference; development of term paper, graduate bachelor's work, thesis and master's thesis.

A characteristic feature of the modern educational process in higher education is

combining study with work by full-time students. In the presence of other forms of education -

part-time, part-time, distance - some students prefer to study full-time and work. Both study and work are forms of their employment. University students have the right combine study with work and enjoy guarantees and compensations established by the legislation of the Russian Federation on labor and education.

>> 8. Student's time budget.

The academic year at the University for full-time and part-time (evening) students begins on September 1 and ends according to curriculum in a specific area of ​​training (specialty).

The academic year consists of two semesters, each of which ends with the form of monitoring the results of studies provided for by the curriculum.

- For students of full-time, part-time (evening) forms of study in the academic year, vacations are established with a total duration of at least seven weeks, of which at least two weeks in winter.

Start and end dates school year for correspondence students are established by the working curriculum.

The maximum volume of a student's study load cannot exceed 54 academic hours per week, including all types of classroom and extracurricular study load for mastering the main educational program and optional disciplines.

The maximum amount of classroom study load per week when mastering the main educational program in full-time and part-time (evening) form cannot be more than 16 academic hours.

The maximum amount of classroom teaching load per year when mastering the main educational program in correspondence form cannot be more than 200 academic hours.

Students studying at the University on educational programs of higher professional education, during intermediate certification, take no more than 10 exams and 12 credits during the academic year. This number does not include exams and credits. physical culture and optional disciplines.

Students enrolled in a shorter period of time, according to accelerated educational programs and in the form of an external study, with intermediate certification, take no more than 20 exams during the academic year.

>> 9. Methodology for students' independent work.

Clear planning is necessary condition for successful independent work.

Daily study work should be donedevote 9-10 hours of your time, i.e. with 6 hours of classroom work, independent work should be allocated 3-4 hours.

At the end of each day, you need to summarize the work: carefully check whether everything was done according to the planned plan, whether there were any deviations, and if there were, then for what reason.

It is recommended to keep a diary... This teaches you to analyze, reflect, correctly present your thoughts, increase literacy and promote self-development. In addition, it is necessary to create a diary, where you should enter all the information received from the organizational plan, which will grow from course to course.

Science and practice have established that only independent work will allow a student to master the system of knowledge, deeply delve into the essence of the studied sciences, master the necessary skills, and develop their abilities and talents.Without well-organized and systematically carried out independent work, there is no and cannot be real higher education and scientific knowledge.

To master skills scientific organization mental work, the following work rules are recommended :

Work every day at the same time (at the same hours) of the day.

Get to work quickly, energetically, without delay.

Do not expect a favorable mood, but create it by efforts of will.

When starting work, always look at what was done in the subject under study last time.

Work with concentration, attentively, thinking only about work, do not be distracted from it.

Work with a firm intention to understand, assimilate, consolidate, develop the confidence that you can and must do it.

Spend more time on difficult material, do not get around difficulties, try to overcome them yourself.

Use various techniques to force yourself to deeply and thoroughly understand the material being studied: write down, draw up diagrams, tables, sketch and tell the material to yourself and your comrades.

>> 10. Student work during the semester.

Semest R - represents half of the academic year in universities, ending with the passing of tests and exams.

The first two weeks of training- this is a period of active adaptation, characterized by intensive accumulation of information, acquaintance with the university, profession. The most significant period of stabilization, or the period of basic training, is accompanied by an even psychological background. Sharp and unexpected tensions, often accompanied by stress, arise in the pre-session time - the last two weeks before exams.

The semester learning process is designed mainly for the use of two forms of classes: classroom and independent.

Clear planning of your working time and rest is a prerequisite for successful independent work.The student should devote 9-10 hours of his time to daily educational work, i.e. with 6 hours of classroom work, independent work should be allocated 3-4 hours.

Listening and recording lectures are complex types of university work. Listening attentively and taking notes of lectures presupposes intense mental activity of the student.

The synopsis is useful when the most essential, basic is written down.

The purpose of intermediate certification is a comprehensive and objective assessment of students' knowledge in the process of mastering the main educational program of higher and secondary vocational education. Interim certification is carried out upon completion of the study of any module, discipline or part of it.

The forms of intermediate control are: credits (including differential credits); reports on the passage of training and production and teaching practices; exams; defense of term papers in a discipline or in a specialty / direction. The university assesses the quality of the development of educational programs by monitoring progress, intermediate certification of students, final certification of graduates. The regulation on the current monitoring of progress and intermediate attestation of students is approved by the Academic Council of the University. Interim certification is carried out in the form of exams and tests, after completing all types of classes planned for the semester.

>> 11. Student work in a lecture and practical lesson .

At lectures, students receive the latest data, in many ways supplementing textbooks, get acquainted with the latest achievements of science. Therefore, the ability to listen to lectures with concentration, actively, creatively perceive the information presented is an indispensable condition for their deep and lasting assimilation.

Listening and recording lectures - complex types of university work; and you have to work hard to master them. Attentive listening and taking notes of lectures presupposes intensive mental activity of the student. Listening to lectures, one must strive to understand the purpose of the presentation, to catch the lecturer's train of thought, the logical sequence of presentation, to understand what the lecturer wants to prove. At the same time, it is necessary to distract from extraneous thoughts and think only about what the teacher expounds. Brief notes of lectures, taking notes of them helps to assimilate the material. But the synopsis is useful when the most essential, basic things are written down. What should be recorded in lectures? First of all - the topic of the lecture, its main questions, their most important argumentation. Then - some vivid examples, scientific definitions and conclusions that the lecturer gives on the material. Usually, lecturers, by changing the strength, timbre of voice or slowing down the reading, highlight and emphasize the most important points of the material presented, make notes and sketches on the board. This helps students to understand and write down the most important, essential.

It is recommended to record lectures in your own wording, if possible.... It is better to subdivide the abstract into paragraphs, paragraphs, observing the red line. Places of principle, definitions, formulas should be accompanied by remarks: "important", "especially important", "remember well", etc. Better yet, develop your own "markography".

For instance:! - important;!! - very important;? - questionable; P - check; R - remember; C - copy; Y - look in the textbook; ZB - example (for example).

Lecture notes need to be systematically worked on: re-read them, correct the text, make additions, mark with color what should be deeply and firmly fixed in memory.

When working on the lecture notes, you should always use not only the textbook, but also the literature that the lecturer additionally recommended.Only such a serious, painstaking work with lecture material will allow each student to acquire scientific knowledge and develop inclinations, abilities, and talents.

>> 12. Student's independent work with literature.

During his stay at a higher school, the student must study and master many textbooks, articles, books and other literature necessary for a future specialist in his native and foreign languages... In this regard, the students are faced with a large and important task - to perfectly master the rational methods of working with book material. .

Ability to rationally work on a book - necessary and important quality each student. To love books, to constantly study them, to know literature and in their specialty is the primary task. It has been proven that a properly organized reading of scientific literature greatly enhances the general scientific and special outlook of the reader. A well-read student has a well-developed speech, broad thinking, brilliant memory and erudition.

Before starting work on a book, you should first familiarize yourself with the material as a whole. : table of contents, annotation, introduction and conclusion through fluent reading-viewing, without making any notes. This preview will give you an idea of ​​all the material that needs to be learned.

After that, you should proceed to careful reading. - studying the material by chapters, sections, paragraphs. This is the most important part of mastering book material. You should read to yourself. Difficult passages in a book should never be bypassed. They need to be read in slow motion in order to better understand and comprehend.

When studying a book, you need to pay attention to diagrams, tables, maps, drawings, mathematical formulas : consider them, ponder, analyze, establish a connection with the text.This will help to understand and assimilate the studied material. When reading it is necessary to use dictionaries so that every unfamiliar word, term, expression is correctly perceived, understood and fixed in memory. We must strive to develop in ourselves not only conscious, but also fluent reading. Recording the studied- while reading a book, you should make extracts, sketches, draw up diagrams, abstracts, write out numbers, quotes, take notes. It is better to record the literature under study in a visual, easily visible, divided into paragraphs and paragraphs. Summaries, abstracts, quotes can have two forms: notebook and card. With a notebook form, everyone academic subject it is necessary to take a special separate notebook.

And, finally, a personal computer can be used for the same purposes. Now there are a great many of the most varied applied programs (organizers, etc.), which greatly facilitate the work when drawing up extracts from scientific and special literature. And using the Internet, you can get ready-made collections of literature.

>> 13. Preparing for the session.

Preparing for the exam session and passing exams and tests is a crucial period in a student's work. Seriously preparing for the session and successfully passing all exams is the duty of every student . The basics in preparing for the session - it is a repetition of all the material, course, or subject in which it is necessary to take the exam. Only those who are able to repeat well the material that were listened to in lectures, outlined and consolidated in independent studies succeed only. Such repetition presupposes generalization, deepening, and, in some cases, expansion of the knowledge acquired during the semester. If the student did not perform well in the semester, missed lectures or listened to them inattentively and did not take notes, did not study the recommended literature, then in the process of preparing for the session he will not have to repeat what he already knows, but again in a short time study all the material that his comrades have learned seriously, thoroughly and step by step during the semester ... For such a student, preparing for exams will be difficult and sometimes overwhelming.

Students are admitted to the examination session only on condition that they have passed all the credits provided for by the curriculum, completed and passed (defense) computational and graphic, term papers and projects in all disciplines of the curriculum for this semester.

For students who could not pass tests and exams within the generally established deadlines due to illness or other valid reasons documented by the relevant institution, the dean of the faculty sets individual deadlines for passing exams and tests.

The schedule is drawn up so that at least 3-4 days are allotted to prepare for the exam in each discipline.

When preparing for exams, you must remember:

1. It is necessary to prepare for the session from the first days of the semester: do not miss lectures, work on consolidating the lecture material, perform all practical and laboratory work.

2. It is necessary to start repetition and generalization of the material long before the session (about a month).

4. The repetition should begin with reading the abstracts; when repeating, the textbook and additional literature recommended by the teacher should be used. It is recommended to use the following techniques of mastering knowledge when repeating: a) to tell the material silently or aloud; b) ask yourself various questions and answer them; c) make additional notes, diagrams that help to generalize the material, synthesize it; d) tell the repeated and learned material to your comrades, answer their questions and critically evaluate what has been stated; e) repeating and summarizing, write down in a notebook everything incomprehensible, any doubts, newly emerging questions and be sure to find out them during consultations. The repetition, in general, must be completed the day before the exam, so that the repeated and consolidated material "settles" in consciousness and memory. In this case, there will be some reserve of time to revise any omissions, and the answers on the exam will be calmer, more confident, without unnecessary stress.

On the days of preparing for exams, avoid excessive mental overload, adhere to a hygienic regime, alternate work and rest.

>> 14. Basic rules of conduct and responsibilities of students .

The basic rules of study and internal regulations of a higher educational institution are regulated by the Law of the Russian Federation "On Education", the Law of the Russian Federation "On higher and postgraduate vocational education", the Charter of the university, orders and orders of the university administration.

1. A student is a person, in the prescribed manner enrolled for training. The student undertakes to preserve good traditions, increase his fame, take care of his property, and observe the norms of public morality. 2. The university guarantees the student the possibility of getting an education.

3. University students have the right: - to acquire knowledge corresponding to the current level of development of science, technology and culture; - visit all kinds training sessions in the University; - participate in the discussion and decision critical issues activities of the university, including through public organizations and university governing bodies; - use the libraries, information fund, services of educational, scientific, medical and other departments of the university free of charge in the manner determined by its charter, - take part in all types of research work, conferences, symposia, submit their works for publication, including in the editions of higher educational institutions; - to appeal against the orders and instructions of the university administration in the manner prescribed by the legislation of the Russian Federation; - to receive education in a military specialty in the manner prescribed by the legislation of the Russian Federation; - in exceptional cases, as an incentive, if there are vacant places at the faculties for training at the expense of the federal budget, students who complete the basic educational program with good and excellent grades and have successfully passed the intermediate certification can move from paid education for free in the manner prescribed by the regulation approved by the academic council of the university; priority, subject to the requirements of this paragraph, are given to orphans left without parental care, disabled people of groups I and II; in case of illness, by family circumstances and for other valid reasons, a university student may be allowed to repeat the course no more than once during the period of study, and in the event of a long illness and in other exceptional cases, the student may be granted an academic leave in the manner prescribed by law; -on personal statement student, he can be transferred to training on an individual schedule.

4.University students are required : comply with the requirements of the University Charter and comply with the internal regulations and dormitory rules, respect the work and dignity of teachers, teaching support personnel and other employees university; == for time of study timely fulfill the requirements of the educational program of higher professional education; == mastering theoretical knowledge, practical skills and modern methods research in the chosen specialty;

complete in a timely manner all types of tasks provided for by the curriculum and educational programs of higher professional education; to carry out orders and orders of the faculty and university leadership.

5. Full-time students receive, in the prescribed manner and in the amount, a state scholarship or a scholarship of enterprises, institutions, organizations, and also have the right to work in their free time at enterprises, institutions and organizations of any organizational and legal form.

6... The main student documents are student ID and grade book.

The student must have a student card with him and present it at the request of the security personnel of the university, members of the voluntary people's squad, building security workers, and the heads of the university.

A student is allowed to pass a test or exam only if he has a record book.

7. The traditional form of greeting a teacher who enters the classroom at the beginning of classes is to stand up.

8. A student who is late for the start of classes may be admitted only with the permission of the teacher.

Skipping classes without a good reason is not allowed.

9. The establishment of political parties and the conduct of political activities on the territory of the university are prohibited.

11. A student is involved in military training only on a voluntary basis, by concluding a contract. The rules, schedule and content of military training are determined by orders of the Ministry of Defense of the Russian Federation. For the period of study, full-time students are provided with a deferral from conscription. It is saved when moving to another educational institution and during academic leave.

12.It is prohibited in the premises and on the territory of the university : being drunk; drinking alcoholic beverages; smoking in educational buildings and premises; distribution and use of drugs; implementation of actions that interfere with the educational process.

13. The presence of students in educational and office buildings during extracurricular hours is not allowed. The entrance to the educational buildings is carried out only upon presentation of a student card.

14. The student has the right to freely attend events not provided for by the educational process.

15. Holidays for students are provided twice a year, with a total duration of at least 7 weeks, including at least two weeks in winter.

20. For violation of the rules of study and behavior, a student can be brought to administrative punishment in the form of a remark, a reprimand, removal from a scholarship, eviction from a hostel, expulsion from a university. All kinds administrative penalties are recorded in the student's personal file.

>> 15. Essence, significance and tasks of modern management .

Management - it is management in a market, market economy, which means:

Orientation of the firm to the demand and needs of the market, to the requests of specific consumers and the organization of production of those types of products that are in demand and can bring the firm a good profit;

· constant striving to improve production efficiency with lower costs, obtaining optimal results;

Economic independence, providing freedom of decision-making to those who are responsible for the final results of the firm or its divisions;

Constant adjustment of goals and programs, depending on the state of the market;

The end result of the activity of the firm or its economically independent subdivisions, which is revealed on the market in the process of exchange;

· the need to use a modern information base with computer technology for multivariate calculations when making informed and optimal decisions.

Organization- a group of people whose activities are creatively coordinated to achieve a common goal. Any organization implements three processes: it receives "raw materials" from the external environment; carries out the manufacture of a "product"; transfers it to the external environment.

For the successful existence of an organization, it is necessary to maintain a balance between these processes. Management plays a key role in this.

Management is defined as : activities aimed at achieving the intended goals through the rational use of the organization's resources; function; process;a governing body or apparatus; category of people; science and art.

Management practice has the same ancient history as the organizations themselves, but the formation of the foundations of management as a science was undertaken only at the end of the 19th century.

Management tasks - management : production; marketing; finance,staff; accounting; innovations; strategy.

Management functions : planning; organization; motivation; control; coordination.

Control methods: organizational and managerial (order); economic (incentive); socio-psychological (persuasion).

>> 16. The role of management personnel in the economic development of the country.

Modern approaches to solving economic problems predetermine the need to train highly qualified specialists in the field of management and, in particular, personnel management, the content of their practical activities is labor relations at enterprises and firms, selection, placement, assessment and development of personnel, effective use of their labor potential. In this regard, direct work with management personnel can be considered the most important problem.

Management personnel include employees who perform any functions in the organization's management system. These are workers who are predominantly engaged in mental work, providing the necessary focus, consistency and efficiency of the activities of all personnel. Management personnel are capable, due to professional knowledge, skills and experience, to lead the actions of all employees of the organization.

4) the formation and development of new special types management - municipal management, risk management, university management, waste collection management, financial management develop independently, investment management, innovation management, business reengineering, crisis management.

>> 18. Management (management) - the basis for the effective functioning of the company.

Efficiency of the whole enterprise largely depends on the ability of its owners and managers to make timely and informed decisions. A multitude of leaders in the face of rapidly developing competition, scientific and technological progress, as well as the unstable economic and political environment are adjusting to the situation .P device organization to the environment is an integral part of its existence due to the fact that it is from the external environment that it receives the resources necessary for its functioning, such as raw materials, labor and capital.

No organization can be self-sufficient, since resources are part of nature, workers are part of society, and capital is the result of the interaction of the first and the second.

In the case when the connection of the enterprise with the external environment is broken for some reason, i.e. in market conditions it ceases to be market-oriented and consumer-oriented, and soon it also ceases to exist. The company needs to develop the ability to adapt to changes in the environment, to intensify the work of the marketing service.

An enterprise whose goal is, at least, to maintain its position in the market, must develop long-term (strategic) plans for the comprehensive development of its activities.

These plans should include the main points regarding the interaction of the organization with the environment, the ways in which the enterprise should develop. They form the basis of the tactical decision.Survival,being able to exist as long as possible is the primary concern of most organizations. This can last indefinitely because organizations have the potential to exist indefinitely.

The tasks of increasing the efficiency of management are associated with fundamental changes in the system of enterprise management. The role of the state form of ownership with its administrative-command system of management is decreasing, and the role of commercial structures with its “horizontal” ties is increasing. This requires new knowledge in the organization of production and the ability to manage it in a market economy.

At the new associated enterprises that have emerged in the country, Russian managers strive for a reasonable combination of different management systems.

>> 19. Management efficiency and its indicators .

A manager's job is to guide people to achieve their goals. If management activities solves the assigned tasks, ensures the implementation of goals, and on the basis of the optimal use of available resources , then it is considered effective, i.e. efficiency shows the extent to which the governing body realizes the goals.

To assess the efficiency of production and management, a system of generalizing and particular indicators is used..

Generalizing indicators characterize the final results :- production volume; - profit; - profitability; - time, etc.

Private indicators characterize the use of certain types of resources - labor, fixed assets, investments.

The indicators characterizing the work of a manager include:

- reducing the complexity of processing management information;

- reduction of management personnel, terms of information processing;

- reducing the loss of working time of management personnel by improving the organization of work. Efficiency management system assessed by quantitative and qualitative indicators.

Factors affecting management efficiency include the size of the enterprise and the number of its employees, as well as the specifics of production activities. Among these factors:

– the potential of employees, their ability to perform work; - the means of production; - the culture of the organization;

- social aspects of the activities of personnel and the team as a whole.

Each organization, each subject of management has its own external and internal factors of influence on efficiency .

>> 20. Managerial work. Ways to improve the efficiency of the manager.

Managerial labor is called labor activity, as well as various works and operations for the performance of employees of the managerial function in the organization.

The task of managers in the field of managerial work - determine the goals of your enterprise and the direct direction of its activities, as well as carry out the selection and placement of personnel, coordinate the work of all performers and subordinates, who ensure effective collective production activities in the organization.

Labor of managers modern enterprise is the development and adoption of thousands of possible options and nuances of management decisions. By implementing the general principles and functions of management in practice, choosing the most optimal methods of management work, managers contribute to the solution of specific production problems, the achievement of the organization's success.

The manager must beeducated, brought up, competent, have positive personal qualities and characteristics. When training managers, it is necessary to take into account the shift in the meaning and goals of education towards the idea of ​​self-expression and full disclosure of the capabilities and abilities of the individual.

The ability to delegate authority isone of the most important positive qualities of a leader of any rank and is assessed as the ability to use the potential of subordinates as efficiently as possible.

The development of the efficiency of the employee's labor activity, including in the field of management, can be influenced. An important stimulus for the qualification growth of a managerial employee and the development of his initiative is systematic promotion.

One of the most effective ways to improve management efficiency is motivation andrational organization of the manager's working time contributes to the increase in the efficiency of its use.

Operability - This is a socio-biological property of a person, reflecting his ability to perform a specific job for a given time with the required level of efficiency and quality.

There are several ways to improve human performance.... Among them, the most popular are the following methods: narrow specialization; improving professional skills; determining the interests of a person and choosing a profession in accordance with these preferences; motivation to achieve certain results; planning work and monitoring the effectiveness of the implementation of this plan.

The functions of the manager are varied, however, three main functions can be distinguished:

first -the manager determines the main tasks of the organization, solves the issues of resource allocation, while being responsible for the consequences of the decision;

second -the manager collects information about the internal and external environment, disseminates it and explains the goals of the organization;

third -the manager leads the formation of relationships inside and outside the organization, motivates the members of the organization, coordinates their efforts, acts as a representative of the organization.

Managers must have organizational skills, which are understood as individual psychological personality traits that allow a person to master the methods of organizational activity and successfully implement them. Functions manager: AAdministrative; Organizational; Professional , predictive; public Doer; Teaching; Psychological; Educational;

>> 22. Objects of professional activity of graduates of the direction "Management".

The objects of professional activity of bachelors are : management processes of organizations of various organizational and legal forms; processes of state and municipal administration, investment activities of organizations, processes marketing management organizations of various organizational and legal forms of sectors of the national economy, requiring professional knowledge in the field of production management.

Types of professional activities of the graduate : organizational and managerial; information and analytical; entrepreneurial. The primary activity of a graduate in the direction of "Management" is organizational and managerial activities at the primary levels of management of an organization of any organizational and legal form, including the performance of administrative functions.

The specific types of professional activities, for which the bachelor is mainly prepared, are determined by the higher educational institution together with the students, scientific and pedagogical workers of the higher educational institution and associations of employers.

>>23. Tasks of the graduate of the direction "Management" by type of professional activity ( organizational and managerial, planning and economic, project and economic, financial and economic, analytical, foreign economic, entrepreneurial, research, educational).

A bachelor in the direction of training "Management" must solve the following

professional tasks in accordance with the types of professional activity,

which are regulated by the Federal State Educational Standard 080200 "Management":

organizational and management activities : - participation in the development and implementation of the corporate and competitive strategy of the organization, as well as functional strategies (marketing, financial, personnel); - participation in the development and implementation of a set of activities of an operational nature in accordance with the strategy of the organization; planning the activities of the organization and departments; organizational and management structure organizations;

Organization of work of performers (teams of performers) for the implementation of specific projects, types of activities, works; - development and implementation of projects aimed at the development of the organization (enterprise, state or municipal government); - control over the activities of units, teams (groups) of employees; motivating and stimulating the organization's personnel aimed at achieving strategic and operational goals;

information and analytical activities :

Collection, processing and analysis of information about the factors of the external and internal environment of the organization for making management decisions; - building the internal information system organizations for collecting information for the purpose of making decisions, planning activities and control; - creating and maintaining databases on various indicators of the functioning of organizations; - evaluating the effectiveness of projects; - preparing reports on the results of information and analytical activities;- assessment of the effectiveness of management decisions;

entrepreneurial activity :

Development of business plans for creating a new business; - organization of entrepreneurial activity.

>> 24. Requirements for the level of training of a graduate of the direction "Management".

The university assesses the quality of the development of educational programs by monitoring progress, intermediate certification of students, final certification of graduates. The regulation on the current monitoring of progress and intermediate attestation of students is approved by the Academic Council of the University.

Interim certification is carried out in the form of exams and tests, after completing all types of classes planned for the semester. In the learning process, the progress of students (knowledge, skills and abilities) is determined on exams by grades "excellent", "good", "satisfactory" and "unsatisfactory".

The graduate must have general cultural competencies: willingness to work in a team; find organizational and managerial solutions and be responsible for them; use regulatory legal documents; striving for personal and professional self-development; high motivation to perform professional activities; understanding the role and importance of information and information technology in the development of modern society and economic knowledge; possess the basic methods, methods and means of obtaining, storing, processing information, skills of working with a computer as a means of information management; the ability to carry out business communication: public speaking, negotiations, holding meetings, business correspondence, electronic communications; the ability to adhere to ethical values ​​and a healthy lifestyle.

The graduate must have professional competencies : the ability to design an organizational structure, to carry out the distribution of powers and responsibilities on the basis of their delegation; use the basic theories of motivation, leadership and power to solve management problems; own various ways of resolving conflict situations; make organizational and managerial decisions; participate in the development marketing strategy organizations, plan and implement activities aimed at its implementation;use the basic methods of financial management; participate in the development of a strategy for human resource management of organizations; own modern technologies personnel management; willingness to participate in the development of the organization's strategy; own the methods of making strategic, tactical and operational decisions in the management of the operational (production) activities of organizations; the ability to plan the operational (production) activities of organizations; knowledge modern system quality management and competitiveness; ...; find and evaluate new market opportunities and formulate a business idea; develop business plans for the creation and development of new organizations (areas of activity, products); assess the economic and social conditions for the implementation

entrepreneurial activity. Professional competence qualifies a student as versatile

personality, and will allow the graduate to be competitive in research, organizational and managerial, production and technology, design and cultural and educational activities.

>> 25. Requirements for the final state certification of a graduate of the "Management" direction.

The final certification of the University graduate is mandatory and is carried out after mastering the educational program in full.

The final certification of the University graduate is carried out by the state attestation commission in the manner established by the federal executive body that carries out the functions of developing public policy and regulatory legal regulation in the field of education.

The University issues to persons who have passed the final state certification, a state-recognized document on the appropriate level of education and (or) qualifications, certified by the seal of the University.

-- The final state certification of a graduate consists of one or more certification tests the following types: -State exam; -protection of the final qualifying work (hereinafter FQP).

--State final certification is aimed at determining the degree of compliance of the level of preparedness of graduates with the requirements of the Federal State Educational Standard of Higher Education in the direction 38.04.02 "Management". At the same time, the formed competencies are checked - theoretical knowledge and practical skills of the graduate.

Manager (from English "to manage" - to manage) - hired professional manager, specialist in management. The tasks of the manager are shown in Figure 2.

Figure2TasksManager

The main requirements for the professional competence of a manager:

1. Ability to understand the nature of management work and management processes;

2. knowledge of the functional and job responsibilities of management, methods of achieving goals and be able to improve the efficiency of the company;

3. to be able to use modern information technology and communication means, which are necessary for management;

4. to master the arts of human resource management;

5. be able to establish external communications;

6. be able to make correct self-assessment and correct conclusions;

7. to constantly improve the qualifications;

The main factor in increasing the result of modern management is to break up the work of managers. For example, to divide all managers according to activities, to delineate their powers and rights and responsibilities. There are two types of division of all work: horizontal and vertical.

Manager- This is a leader who holds a permanent position and is empowered in the field of decision-making on specific activities of the firm.

Managers- these are people who achieve the goals of the organization at the expense of other people.

The manager is:

1) the organizer of any work within the framework of individual divisions or program-target groups;

2) the leader in relation to subordinates;

3) an administrator at any level of management, organizing work in accordance with modern methods.

According to the requirements for a leader, the manager :

1) must be confident in their decisions, be fair;

2) must treat their employees like family members.

In practice, this principle is most widely used in Japanese management, where belonging to the firm as a family is brought up from childhood.

To work effectively, a manager must have authority that will allow him to influence his subordinates. Authority is based on the manager's formal status and respect earned.

Respect for the individual is integral to authority.

In the course of his activity, the manager has to work with partners and competitors, and, although their behavior can be threatening and defiant, he must be able to correctly communicate with them, negotiate and bargain.

The main qualities of a modern successful manager are : high professionalism; Ability to support innovation and improvement, encourage staff to be frank and have effective group discussions; ability to reward staff for Good work and to criticize when it is really necessary, to provide assistance to subordinates when they need it; the ability to adhere to your own principled line, etc.

In the late 1960s. theorist G. Mintzberg identified three roles of a manager, such as:

1) communication (coordination) role. As part of it, the manager organizes the interaction of his employees;

2) informational role. The manager is engaged in the reception, transmission and processing of information necessary for the operation of the enterprise;

State-financed organization

vocational education

Khanty-Mansiysk Autonomous Okrug - Ugra

"Nizhnevartovsk Polytechnic College"

Department "Automobile transport"

APPROVED

Deputy Director for NMR

L.V. Bashukova

The work program of the academic discipline

EAL.13 INTRODUCTION TO PROFESSIONAL ACTIVITIES

Nizhnevartovsk

2015 g.

The work program was developed on the basis of the Federal State Educational Standard of Secondary Vocational Education (Order of the Ministry of Education and Science of Russia dated 02.08.2013 N 701 "On the approval of the federal state educational standard of secondary vocational education by profession 190631.01 Auto mechanic" (Registered in the Ministry of Justice of Russia on August 20, 2013 N 29498) by profession secondary vocational education23.01.03 Mechanic and the results of marketing research.

There is no standard (approximate) program for the discipline

Developer: L.V. Bashukova, teacher

The work program was reviewed and approved at a meeting of the Department of Automobile Transport, protocol № 11 from "June 162014 G.

Head Department of V.A. Fadeev

The working curriculum was approved at a meeting of the College Methodical Council, Minutes No. 3 dated June 4, 2015

CONTENT

P.

1. PASSPORT OF THE WORKING PROGRAM OF THE DISCIPLINE

1. STRUCTURE and content of the EDUCATIONAL DISCIPLINE

1. conditions for the implementation of the academic discipline

1. Monitoring and evaluation of the results of Mastering the academic discipline

passport of the working PROGRAM OF THE TRAINING DISCIPLINE

INTRODUCTION TO PROFESSIONAL ACTIVITIES

1. Scope of the work program academic discipline

The work program of the academic discipline is a variable part of the training program for qualified workers, employees (hereinafter referred to as PPKRS), developed on the basis of the Federal State Educational Standard of the VET forprofession23.01.03 Mechanic , which is part of an enlarged group of professions23.00.00 Engineering and technology of land transport based on marketing research.

1. The place of the discipline in the structure of the training program for skilled workers, office workers: disciplineentersin the general educational cycle and is an academic discipline of choice from the compulsory subject areas.

1.3. Goals and objectives of the academic discipline - requirements for the results of mastering the academic discipline:

As a result of mastering the academic discipline, the student must

be able to:

to use the knowledge of the discipline "Introduction to professional activity" in the process of mastering the content of the PPRS and the prospects for their future profession.

As a result of mastering the academic disciplinestudentmust

know:

the place of the profession in the socio-economic sphere;

requirements for the level of training of a qualified worker in accordance with the Federal State Educational Standard, a professional standard.

The implementation of the discipline is aimed at the formation of general competencies:

OK 1. To understand the essence and social significance of the future profession, to show a steady interest in it.

OK 2. Organize your own activities, based on the goal and ways to achieve it, determined by the leader.

OK 3. Analyze the working situation, carry out current and final control, assessment and correction of their own activities, be responsible for the results of their work.

OK 4. Search for information necessary for the effective performance of professional tasks.

OK 5. Use information and communication technologies in professional activities.

OK 6. Work in a team, communicate effectively with colleagues, management, clients.

Mastering the discipline allows the student to correct the professional choice during 1 half of the 1st course, if it turns out to be wrong.

1.4. Number of hours allocated for mastering the working program of the academic discipline:

maximum student workload77 hours, including:

compulsory classroom study load of the student51 hours;

independent student work26 hours.

STRUCTURE AND CONTENT OF THE EDUCATIONAL DISCIPLINE

2.1. The volume of the discipline and types of educational work

Type of educational work

Clock volume

Distribution by semester

1

2

3

77

Compulsory classroom study load (total)

51

including:

workshops

13

test papers

2

Independent work student (Total)

26

including:

preparation of messages, abstracts

project execution

work with terms and normative documentation

6

10

6

Intermediate certification in the form Z

2.2. Thematic plan and content of the academic discipline

"INTRODUCTION TO PROFESSIONAL ACTIVITY"

Names of sections and topics

Independent work of students (hometasks)

Occupation type

(T, LZ, PZ, KR)

Clock volume

Development level

1

2

3

4

5

6

1 semester

Section 1 Professional activity

*

Topic 1 / Learning Element 1

*

Topic 1.1 Labor as an activity

The value of the discipline "Introduction to professional activity". Purpose, objectives and structure of the course. Charter and traditions of the college.

Labor as an activity. Classification of activities. Professional activity. Choice of profession.

Test "Preferred types of professional activity" ()

Practical work No. 1

Topic 1.2 Variety of professions and specialties. The role of the profession in modern society.

What is a profession? Variety of professions and specialties. Classification of professions. The role of the acquired profession in the world economy, the economy of the country, district, city.

Determination of general abilities (Eysenck test)

Diagnosis of intelligence, general and special abilities. Short qualifying intellectual test (V.N.Buzin)

Thinking test

Prepare a message on the topic(optionally):

History of occurrence anddevelopment of the received profession.

Development of transport and transport system.

Practical work No. 2

Topic 1.3 General information about the profession

History in experiences anddevelopment of road transport. Prospects for the development of the industry in the field of repair and Maintenance cars.Changes in its content; related professions; the prospects for the growth of qualifications; demand for a profession in the city.

Workshop Written Report

**

Workshops

Excursion to the auto workshop of the school.

Workshops

Topic 1.2 Characteristics of the labor process

The most important technological operations; tools; workplace; working posture, prevailing movements during work; products; types of marriage due to the fault of a specialist and the possibility of their elimination; the nature of the work (monotonous or varied, variable); in what and how fatigue manifests itself after work.

Photo of the working day

Description of situations

Workshops

Photo of the working day

Topic 3. Sanitary and hygienic working conditions

Labor regime and working regime; microclimatic conditions (noise, illumination, etc.); basic requirements for the physical condition of the working organism; medical contraindications; basic labor protection measures; possible work injuries, occupational diseases.

Organization of the workplace

Workshops

Organization of the workplace

Preparation of messages, abstracts

Workshops

Topic 4. Psychological requirements of the profession for a person

Potential difficulties and stressful situations; the main qualities that a worker should have (emotional-volitional, business, motor, attention, thinking, type of memory, moral qualities).

**

Determination of professional orientation

Workshops

Topic 5. Profession taking into account branch features

Prof. Becoming - the ways of mastering the profession

Portrait of a professional

Study of abstracts of classes, educational and special literature

Workshops

Topic 6. Abilities and prof. suitability

Abilities and prof. suitability. Health and career choices

Self-analysis of abilities that influence professional development

Working with literature - writing a synopsis

Workshops

Topic 7: The role of the car in modern society

Classification of AT enterprises by purpose and organizational forms, prospects for their development.

Basic regulations governing the activities of road transport enterprises

4 hours

Excursion to the motor transport company of the city

Preparation of messages, abstracts of presentations

Workshops

Laboratory worksNo. ... indicating the topic (if provided by the curriculum)

**

Test work No. ...indicating the topic

Total for the section: lectures

laboratory studies

practical training

control works

extracurricular independent work

Interim certification form ( according to the curriculum )

*

Course work topic (project)(if provided)

Independent work of students on coursework(project)(if provided)

*

Total

*

(must correspond to the specified number of hours in clause 1.4 of the work program passport)

T - theoretical lesson;

LZ - laboratory work;

PZ - practical lesson;

KR - control work;

TC - thematic control, test.

Development levels: 1 - introductory (recognition of previously studied objects, properties);

2 - reproductive (performing activities according to the model, instructions or under the guidance);

3 - productive (planning and independent implementation of activities, solving problematic tasks)

3. TERMS OF IMPLEMENTATION OF THE DISCIPLINE PROGRAM

3.1. Minimum Logistics Requirements

Implementationeducationaldiscipline requires a study room.

Classroom equipment:

• seats by the number of students;

  teacher's workplace.

Technical training aids:

computer with licensed software;

multimedia projector.

3.2. Information support of training

List of educational publications, Internet resources, additional literature.

Main literature:

Federal state educational standard of secondary vocational education by profession23.01.03 Mechanic " ( Order of the Ministry of Education and Science of Russia dated 02.08.2013 N 701 "On approval of the federal state educational standard of secondary vocational education by profession190631.01 Auto mechanic " (Registered in the Ministry of Justice of Russia on 08/20/2013 N 29498).

Professional standard.

Additional literature:

Introduction to the specialty. Tutorial. - M .: Russian Academy of Education NMO, 2006.

Introduction to the specialty. Textbook for all specialties of secondary vocational education - M: Theoretical and scientific-methodical journal "Secondary vocational education", 2006.

Semushina L.T. Yaroshenko N.G. Content and technology of teaching in secondary specialized educational institutions: A textbook for teachers. - M .: Masterstvo, 2001.

Internet resources:

AUTO BRANDS

3.3. Interdisciplinary connections

The work program carries out interdisciplinary connections with the following academic disciplines: social studies, history, economics.

3.4. Applied pedagogical technologies

The program involves the use of elements of the following pedagogical technologies:

differentiated learning technology;

project learning technology;

technology of student-centered learning;

information and communication technologies.

3.5. Methods and forms of work

Methods for organizing and implementing educational activities.

Methods of stimulating and motivating learning activities.

Methods of control and self-control of educational activities.

Suchforms of education, as curriculum and auxiliary.

The assimilation of educational material is carried out using the main groupsteaching methods and their combinations:

methods of organizing and implementing educational and cognitive activities: verbal (story, educational lecture, conversation), visual (illustrative and demonstration), practical, problem-search under the guidance of a teacher and independent work of students;

methods of stimulating and motivating educational activities: cognitive games, business games;

methods of control and self-control over the effectiveness of educational activities: individual survey, frontal survey, sample control, written work, testing.

The degree of activity and independence of students grows with the use of explanatory-illustrative, partial-search (heuristic), problem statement, research teaching methods.

3.6. Specification of the educational-methodical complex

1. 1. 1. A set of educational and regulatory documentation for the specialty (Federal State Educational Standard, RUP, etc.)

A set of diagnostic tools for the section "Personal management"

A set of test items on the topics of the sections.

A set of electronic presentations to the topics of the program.

Handouts for independent practical work.

Methodical instructions for organizing students' independent work.

Methodical instructions for students on the implementation of practical work.

3.7. Requirements for the qualifications of teaching staff

Implementation of the academic discipline program "Introduction to professional activity »Is provided by teaching staff with higher vocational education or secondary vocational education in the direction of training" Education and Pedagogy "or in the field corresponding to the subject taught, without presenting requirements for work experience, or higher vocational education or secondary vocational education and additional vocational education in the direction activities in educational institution without presenting requirements for work experience in accordance with the Order of the Ministry of Health and Social Development of the Russian Federation (Ministry of Health and Social Development of the Russian Federation) of August 26, 2010 N 761n Moscow "On approval of the Unified qualification reference book of positions of managers, specialists and employees, section" Qualification characteristics of positions educators ".

4. CONTROL AND EVALUATION OF RESULTS mastering the EDUCATIONAL discipline

Monitoring and evaluation of the results of mastering the discipline is carried outthe teacher in the process of practical training, as well as the implementation of individual tasks, projects by students, creative works, test items.

Learning outcomes

(learned skills, learned knowledge)

Forms and methods of monitoring and evaluating learning outcomes

Skills:

distinguish between the qualifications of a cook, pastry chef;

develop a real program of personal action to achieve employment or continue education and ensure their own career;

Performing independent work.

Practical work "Drawing up a resume", "Self-presentation when applying for a job"

analyze and evaluate the results of their own activities;

determine priorities in the development of one's own personality;

Observation of the student's activities while meeting the requirements for the educational process.

apply technologies for effective use of your time, planning your own activities;

Monitoring self-organization in meeting the requirements for the educational process.

formulate life goals and determine the means of achieving them;

Doing independent work.

Knowledge:

the place of the profession in the socio-economic sphere;

Oral survey.

professional description of the profession;

Implementation of the practical task "Development of a professiogram". Practical work on the compilation of professional characteristics in related professions.

requirements for the level of training of a qualified worker in accordance with the Federal State Educational Standard, the professional standard of the food industry;

Observing the implementation of practical tasks. Performance test work... Testing.

the basics of personal management of a future specialist

Performing independent extracurricular work. Performing diagnostic testing.

stages of development of public catering;

Control of oral responses.

requirements for a cook;

Control of oral responses.

the role of a cook, pastry chef in the implementation of tasks facing public catering workers.

Performing independent extracurricular work.

Forms of monitoring the level of student achievement and assessment criteria.

Type of verification work

Grading system

written

5-point standard system

tests

answers on questions

correct answer - 1 point

0-49% - "2"

50-69% - "3"

70-89% - "4"

90-100% - "5"

Oral

5-point standard system depending on the quality of manifestation of basic knowledge, skills and abilities

Used forms and methods of checking and evaluating the results of activities: oral answers of students (frontal or individual survey), control, independent, practical work; performing test tasks, terminological dictations. Learning outcomes are assessed on a 5-point system. The assessment takes into account the depth, awareness, completeness of the answer, the number and nature of errors.