这场专业教育的危机是用人单位所担心的吗外文翻译.docx
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这场专业教育的危机是用人单位所担心的吗外文翻译.docx
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这场专业教育的危机是用人单位所担心的吗外文翻译
中文2866字
本科毕业论文(设计)
外文翻译
外文题目TheCrisisofProfessionalEducation—AreEmployersWorriedAboutIt?
外文出处RussianEducaition&Society;Apr2009,Vol.51Issue4,p50-67,18p,5Charts
外文作者Krasil’nikove,Marina
原文:
题目:
TheCrisisofProfessionalEducation—AreEmployersWorriedAboutIt?
作者:
Krasil'nikova,Marina
正文:
AnanalysisofsurveydataonRussianemployers’attitudestowardtheproblemsofthetrainingandselectionofprofessionalemployeesshowsthatenterprisemanagershavelessandlessinterestincooperatingwiththesystemofprofessionaleducation.
Eversincethestartofthenationalproject,theproblemofimprovingthesystemofeducation,andinparticularthesubsystemofprofessionaleducation,hasacquiredthestatusofatopstatepriorityinRussia.Criticalremarksaddressedtothesystemofprofessionalcadretraininghavebecomeatradition;theshortageofqualified
personnel,bothinthedirectsenseandintermsofthequalityofthetraining,is
mentionedbothbymanagersofenterprisesandbyexperts.Atthesametime,theriseinwagesandsalariesthathasbeenthenormforthepastfewyearshasledtostatementsthatthelabormarketinRussiais“overheated,”andthatispractically
impossibleforanemployertofind“suitable”personnel.
Theresultsofmonitoringsurveysoftheeconomicsofeducationinthepastfewyears,inparticularsurveysofemployersregardingproblemsoftheprofessionaltrainingofcadres,havepaintedapicturethatislesssensationalandfrightening.Thedatashowthatalthoughemployershavebeenunanimousintheirassertionthatthereisagreatneedtoimprovetheprofessionaltrainingofcadres,thepracticalactivityofenterprisemanagerstowardorganizingthingsalongtheselinesisnotactive,asignthattheproblemisofrelativelylittleurgency.Amajorportionofemployerswhoprovideemploymentforasubstantialpercentageofhiredpersonnelcontinuetoremainthepassiveconsumersoftheservicesprovidedbythesystemofprofessionaleducation.Forthemostpart,employersarenotorientedtowardtheselectiveapproachwhenitcomestoevaluatingthequalityandprofessionalismofgraduatesofeducationalinstitutions;whentheydohirethem,theygiveunquestionablepreferencetothepreviousprofessionalexperienceandpersonalqualitiesofthecandidates,andalsototheirownin-houseratingsofaworker’sfitness.Amoreactivepositionwhenitcomestocooperatingwiththesystemofeducationistobenotedonthepartofthelargestandmostdynamicallydevelopingenterprises,althoughinthissegmentaswelltherearenodiscerniblefundamentallydifferentapproachestotheproblemsofprofessionalcadretraining.
Threesurveysofemployershavebeencarriedout,andinthemonitoringsampleasubstantialnumberofinterviewshavebeenaccumulatedwiththemanagersofthesameenterprisesthattookpartinallthreewavesofthestudy.Ananalysisofthe
dynamicsoftheopinionsofthemanagersinthisongoingrepeatsampleofenterprisesmakesitpossibletodeterminereliablywhetherthebehavioroftheemployersinthelabormarketischanginginconnectionwiththeworseningoftheproblemoftherecruitmentofqualifiedprofessionalcadres,andifso,justhowitischanging.Areparticularchangesinthepositiontakenbytheemployersconnectedwiththedynamicsofthedevelopmentoftheenterpriseitself?
Howdotheemployersreacttothatshortageofqualifiedlaborpower,which,intheopinionofexperts,couldsoonputabrakeonprogressalongthewaytothecountry’sdevelopment?
Theinitialhypothesisassumesthatthereisaconnectionbetweenthecharacterofanemployer’sbehaviorinthelabormarketandthedynamicsofthedevelopmentoftheenterprisethatheisinchargeof:
theexpectationisthatinacompetitivelabormarket
themanagersoftheenterprisesthatarethemostsuccessfulhaveanadvantagewhenitcomestotheselectionofmanpower.Whatdoessuchanadvantageconsistof,andhowisitexploited?
Inordertostudythisconnection,ananalysiswasmadewiththefocusonagroupofenterprisesthatdifferintermsofthedirectionoftheir
development.Threegroupsofenterprisesweresingledout:
—thefirstgroupconsistsofdevelopingenterprisesthathaveimprovedtheirpositioninthemarket;itisfairlylarge,andthisisnotsurprisinggiventheintensivelydevelopingeconomyofthecountryasawhole.Thegroupconsistsofatotalof210enterprises.Wewillcallthisgroupthe“developingenterprises”;
—thesecondgroupconsistsofstableenterprisesthathavekepttheirpositionsinthemarket,themostnumerousgroup,withatotalof305enterprises.Wecallthisgroupthe“stableenterprises”;
—thethirdgroupconsistsofenterpriseswhoserelativepositionshavegotworse.Thissmallestgroupconsistsof107enterprises.Wecallthisgroupthe“stagnatingenterprises.”
Ratingsofthequalityofpersonnel
Despitetheoverallatmosphereofdissatisfactionwiththesituationinthelabormarket,theemployersonthewholegiveafairlyhighratingtotheworkersintheirownenterprises.Ifwemeasurethingsinthesamewayasthe“schoolroom”five-pointscale,thepresentratingofthepersonnelisasolidgradeoffour.Thispositionoftheemployershasremainedunchangedforquitealongtime.Thefollow-upsurveysprovideconfirmationoftheearlierdata,buttheyshowthatmoresuccessfulemployershaveamorecriticalattitudetowardthequalityofavailablemanpower.Thedifferencesareminimal,however,andonthewholetheemployersareperfectly
satisfiedwiththeirworkersaswellaswiththegraduatesofthesystemofprofessionaleducationwhohavebecomeavailable.
Themajorityoftheenterprisessurveyedareconstantlyengagedintheworkofreplenishingtheircadres.Overthespanofayear,90–95percentoftheenterpriseshirenewworkers,and75percenthiregraduatesofthesystemofprofessionaleducation.Theinten-sivenessofthehiringhashardlychangedovertheobservationperiod.Naturally,atthesametime,consistentformsarebeingworkedouttolookfornewworkersandstrategiestogetthemadaptedtothejobintheparticularenterprise.Inthecourseofthemonitoringsurvey,considerableattentionhasbeenfocusedonanalyzingtheseprocesses.Oneobjectiveoftheanalysisistodiscoverthesystem
ofcriteriaforratingthequalityofpotentialworkers,criteriathattheemployersuseinthecourseoftheireverydayproceduresforselectingpersonnel.Itisessentialto
determinewhatsuchasystemofcriteriaisinordertomakeitpossibleforthesystemofprofessionaleducationtoworkoutthebestwaynotonlytotrainthekindsof
workersthatareindemandinthelabormarketbutalsotoensurethatworkersareequippedwiththeappropriateformalcredentialscertifyingthelevelandqualityoftheirprofessionaleducation.
Theprecedingstagesofthemonitoringsurveyshowedthatthemassemployerdoesnothaveanexplicitsystemofformalrequirementstoserveasthebasisfortheselectionofworkersinthelabormarket.Theonlyformalcriterionisaworker’spossessionofadiplomaorcertificateattestingtoacquisitionofaprofessional
education,preferablyahighereducation,evenincaseswhereahighereducationisnotneededfortheassignedjob;thisispracticallythecaseeverywhere,butasaruleitisnotinstrumental.Thepossessionofadiplomahasbecomeanecessarybutbynomeansasufficientconditionforfindingajoborbeinghired.Whenitcomestorating
thequalitiesofapotentialworker,theemployerbaseshimselfondifferentcriteria:
inparticular,experienceacquiredinapreviousjob,ifany,andalsoindividual/personal(in-house)criteriaoftestingandselectingpersonnel,theprocedureofatrialperiod.
Inspiteofalltheirabstractcomplaintsaboutthelowprofessionalqualityofworkersandaboutthedifficultiesoffindinghighlyqualifiedcadres,whenitcomestotheactualhiringitisoflittleimportancetoemployerswhattheworkersweretaught,andhow,intheinstitutionsofthesystemofprofessionaleducation.Whentheyhire
someonetowork,enterprisemanagersrarelyareinterestedin“age-old”informationsuchasthelocation,prestige,andfundamentalsoundnessoftheeducationalinstitutionwherehegotadiploma,thecourseshetookandthedisciplineshelearned,or,infact,thegradesheearned.Itisnotsurprising,forthisreason,thattherelativelynewcriteriaofthequalityoftheinstitutionsprovidingprofessionaleducation,suchastheirrating,areofsolittleinteresttoemployers.Anddespitethewidelypublicizedcasesreportingtheuseofforgeddiplomascertifyingaprofessionaleducation,onlyhalfoftheemployersfeelitisnecessarytocheckwhetherthecredentialsthatworkerssubmitattestingtoaprofessionaleducationaregenuine.Therequirementthatapersonhaveadiplomacertifyingaprofessionaleducationtobehiredispurelyformal.
Havingacertificatethatatteststoaprofessionaleducationdoesnotserveasatoolforevaluatingthequalityofaworker’sprofessionalskills.Atthepresenttime,however,theemployerdoesnotseemtohaveneedofanyothercriteriatoratethequalityofthe
educationthatmightbeprovidedbythesystemofprofessionaleducation.Enterprisemanagersareagreatdealmoreinterestedintheamountofworkexperiencethathasbeenaccumulated,and,moreover,specificallyintheformofentriesintheperson’sworkbooklet—alsoakindofconventional,formallyestablishedcertificate,justonemorereference.Briefly,anysignalsthatareexternalwithrespecttotheemployer,concerningthelevelandqualityoftheworker’straining,areofinter
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