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Corporate education in personnel training for engineering and civil engineering industries

机译：工程与土木工程工业人才培训的企业教育

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Period of active global cybernation and business automation was marked by a problem for Russian employers in the form of a shortage of qualified personnel capable of ensuring the development and competitiveness in world business markets. There was a problem of forming a system for training new human resources that would satisfy the changing economic realities. The Russian Federation had a higher education system as one of the most stable and well-functioning mechanisms for training personnel for all economical sectors until the 90th of the last century, before the country collapse and the beginning of political and economic reforms. An indicator of the system effectiveness was that the graduates of Russian universities were invited to work by well-known corporations from many countries of the world. Over the years of the reforms, Russia has lost its previous model of education, which significantly affects the quality of personnel training today [1]. Many Russian enterprises are forced to follow the path of independent training and specialists retraining. At first, training was organized locally, it was by chance, but Russian entrepreneurs began to adopt foreign experience in forming a knowledge system in a company and even create corporate universities over the time. The study examines preconditions for the system formation and the corporate education market development, provides current models of knowledge accumulation and proposes the author's cognitive model of personnel professional development.
机译：俄罗斯雇主的问题是俄罗斯雇主的缺乏能够确保世界商业市场的发展和竞争力的形式，标志着俄罗斯雇主的问题。形成一个培训新人力资源的制度存在的问题，这些资源将满足不断变化的经济现实。俄罗斯联邦将一个高等教育系统作为培训人员为所有经济部门的最稳定和运作良好的机制之一，直到乡村崩溃和政治和经济改革开始。系统有效性的指标是邀请俄罗斯大学的毕业生由来自世界许多国家的知名公司工作。在多年来，俄罗斯已经失去了以前的教育模式，这显着影响了今天人才培训的质量[1]。许多俄罗斯企业被迫遵循独立培训和专家培训的道路。起初，培训在当地组织，它是偶然的，但俄罗斯企业家开始采取外国经验，在一家公司形成知识系统，甚至随着时间创造企业大学。该研究探讨了系统形成的先决条件和企业教育市场的发展，提供了当前的知识积累模式，并提出了作者的人员专业发展的认知模式。

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