Introduction. Secondary vocational education (SVE) plays the key role in  training qualified personnel for the labour market demand. Teaching staff employed in  SVE institutions perform important functions in  knowledge transfer, development, and socialization of young professionals. The nomenclature of SVE teacher positions serves as a crucial tool for ensuring the stable and effective secondary vocational educational institutions operation, contributing to improving the quality of services provided and achieving their objectives. 

Aim. To identify approaches to developing the nomenclature of teaching staff positions in SVE institutions and the reasons for potential changes in it. 

Methods. Methods for generalizing the content of  scientific and regulatory sources on  approaches to  developing the nomenclature of  teaching staff positions in  SVE institutions were used. 

Results. Information on  various approaches to  solving problems in  the current nomenclature of  positions, ideas about necessary and possible changes, and their causes from the perspectives of government authorities in the field of SVE, researchers, and practitioners are systematized. Possible methodological approaches to  the formation and development of the nomenclature for secondary vocational education staff positions are characterized. 

Scientific novelty. The evolution of the nomenclature for secondary vocational education staff positions from the 1970s to the present is analyzed. Trends in contemporary scientific discourse on the relationship between secondary vocational education staff positions, functions, and qualifications are identified. The specifics, advantages, and disadvantages of  traditional, functional, and qualification-based approaches to  the formation and development of the nomenclature of teaching staff positions in SVE are characterized. 

Practical significance. The data presented in the article constitute the interim results of  the research, defining its future direction and methods, allowing for well-founded conclusions regarding possible and necessary changes to the nomenclature of teaching staff positions in  SVE. The results can also be  used to  make management decisions regarding approaches and mechanisms for systematically updating the nomenclature.

Introduction. The professional development system for Russian civil servants and municipal employees has largely exhausted its potential for extensive growth. Employees’ preparedness to  address the increasingly complex challenges facing public authorities and their motivation for professional development are inadequate. A fundamental overhaul of its philosophy is required: a shift from managing learning processes to supporting employees’ careers and developing human potential within the public administration system. 

Aim: To  identify trends in  the evolution of  the system of  professional development of public authorities in Russia and to determine the main contradictions in its activities in order to formulate a relevant agenda for empirical research. 

Methods: secondary data analysis, including generalization, systematization, comparison, synthesis, and interpretation of information from open sources published over the past 5 years (2020–2025, more than 100 sources) and covering global practices in the professional development of public authorities, its theoretical justification, and expert discussion within the framework of professional communications. 

Results. The following organizational and managerial trends have been identified in  the evolution of  the professional development system for civil servants in  Russia: centralization, integration, and unification; a transition from a bureaucratic model to a client-centric and human-centered one; expanding the scope of  application of  the proactivity principle; and the introduction of  individual ecosystem parameters into the departmental system of  professional development for civil servants. Systemic contradictions and gaps in  the functioning of  the professional development system for public officials have been identified: an imbalance in the client-centered approach of the government in relation to external and internal clients; gaps between formal and actual content, and between the “ecosystem” potential and the “departmental” logic of professional development for civil servants. 

Scientific novelty. Current trends and contradictions in  the development of  the professional development system for public administration personnel in  Russia are identified. A  conceptual and technological transition to  a system of  support for the professional development of public servants is substantiated. 

Practical significance. The obtained data allow us to develop a relevant methodological framework for conducting the empirical stage of the study of the effectiveness of various organizational formats for the professional development of employees.

Introduction. In  contemporary Russian educational policy, the task of  creating a  “seamless” education system that ensures continuity and coherence of  workforce training across educational levels has become increasingly relevant. At the same time, the development of  the knowledge economy and the dynamic nature of  the labour market enhance the importance of transprofessional competencies. 

Aim. The study aims to  analyze the opportunities and limitations of  implementing seamless education in Russia and to identify the conditions for its development in the context of transprofessionalization processes. 

Methods. The study is  based on  an analysis of  scholarly literature on  vocational and lifelong education, public statements by  government officials and experts, as  well as participant observation conducted by the author in the field of pedagogical practice. 

Results. The key conditions for the development of  a seamless education system are identified, including the continuity of  educational programs, lifelong learning, and the integration of educational institutions with the labour market. The main causes of educational gaps are also determined, such as inconsistencies between educational standards, human and resource constraints, and regional disparities in  the development of  educational infrastructure. The findings demonstrate that the development of  transprofessional competencies becomes an  important factor in  the modernization of  the educational environment and contributes to strengthening graduates’ adaptive potential. 

Scientific novelty. The study substantiates the need to integrate the model of seamless education with a transprofessional approach to workforce training aimed at developing universal and adaptive competencies. 

Practical significance. The results of  the study may be  used in  the development of  educational policies and modernization programs aimed at  ensuring continuity between educational levels and fostering the development of  transprofessional competencies among students.

Introduction. Social competence serves as  the systemic foundation for successful professional socialization and constitutes a crucial resource for productive interaction within educational, vocational, and communicative contexts. In the system of Vocational Education and Training (VET), the development of social skills acquires particular significance amidst the escalating demands of the labour market and the broadening spectrum of transversal competencies. 

Aim. The objective of  this study is  to compare the perceptions of  social competence deficiencies between VET students and educators, to identify areas of convergence and divergence in their assessments, and to determine targeted priorities for pedagogical interventions aimed at developing social skills. 

Methods. A comparative descriptive study was conducted using a sample comprising 131 students and 16 educators from the Volokolamsk Agrarian College “Kholmogorka”. Data analysis involved descriptive statistics, ranking procedures, and the calculation of a discrepancy index between the students’ self-assessments and the educators’ expert evaluations. 

Results. The findings indicate that during the initial stages of  training, deficiencies in  emotional regulation and self-motivation are the most pronounced. In  the second year of study, challenges related to academic motivation and cognitive flexibility emerge, whereas at the graduation stage, gaps in self-discipline and persuasion skills become prominent. Conversely, educators identify the development of critical thinking, self-motivation, and the ability to operate under conditions of uncertainty as the most problematic areas. The most significant discrepancy in  evaluations was observed regarding critical thinking: students rated their proficiency in this area substantially higher than the educators did. 

Scientific novelty. The originality of this research lies in juxtaposing students’ self-assessments with the expert evaluations of educators to analyze social competence deficiencies within the VET framework. Furthermore, it contributes by identifying specific areas of consensus and contradiction in their respective perceptions of skill-related challenges.

Practical significance. The findings of this study can be applied within the educational practices of VET institutions to determine priority areas for fostering students’ social competence across various stages of their educational progression.

Introduction. In  the context of  the post-crisis recovery of  the Russian economy, digitalization, demographic decline, and geopolitical constraints, the employment system and labour market are undergoing profound transformation. The analysis of regional specificities of these processes is of particular importance, since it is at the level of  the constituent entities of  the Russian Federation that specific imbalances between labour supply and demand are formed. 

Aim – to identify key trends in changes in employment in the Altai Territory from the perspective of forming a balanced regional labour market. 

Methods. The study employs general scientific methods (systemic, comparative and retrospective analysis, generalization, content analysis) and statistical methods (timeseries analysis and methods of  mathematical statistics). The empirical basis includes official statistical data for 2010–2024, regional statistical yearbooks, and the forecast of the labour resources balance up to 2027. 

Results. It  has been established that in  2010–2024 the population of  the Altai Krai decreased by  more than 12 %, while the labour force declined by  almost 10 %, due to  negative natural population growth and migration outflow. Pronounced structural shifts have been identified, including a  reduction in  employment in  agriculture and certain segments of the public sector, alongside employment growth in construction, manufacturing, trade, information and communication activities, and the hospitality industry. A typology of economic activities has been developed based on employment dynamics and the required qualification level. 

Scientific novelty. The novelty of  the study lies in  a comprehensive assessment of  employment transformation based on  the integration of  demographic, migration, and sectoral indicators; in  the development of  a classification of  economic activities according to  the degree of  labour demand and the qualification structure of  labour needs; and in  identifying the contradiction between the limited growth of  labour resources and the projected increase in employment. 

Practical significance. The findings may be  used by  regional authorities in  shaping personnel and socio-economic policy, developing labour resource balance forecasts, and designing employment support programs.

Introduction. Modern industrial enterprises operate under conditions of labour shortages and increasing demands for managerial efficiency. In this context, the analysis of firstline managers’ motivation becomes particularly significant, as  they serve as  a key link between the organization’s strategic goals and production personnel. Despite the wide range of theoretical approaches to work motivation, the issue of aligning material and non-material incentives, as well as identifying motivational dissonances capable of generating tension in labour relations, remains insufficiently studied in applied research. 

Aim. To identify and generalize the key motivating factors of first-line managers at an industrial enterprise that directly influence the quality and performance of their work. 

Methods. The methodological framework of the study is based on a systemic approach to motivation analysis, which involves a comprehensive interpretation of material and non-material incentive factors. An empirical study in the form of a questionnaire survey was conducted at an industrial enterprise (n = 60; total population n = 70). 

Results. It  was found that material incentives (level of  wages) dominate the motivational structure, along with substantive job characteristics such as interesting work and opportunities for professional growth. At the same time, a contradiction was identified between a high level of satisfaction with interpersonal relations and pronounced dissatisfaction with wage levels and working schedules. The resulting motivational dissonance – positive socio-psychological climate combined with a critical perception of key parameters of the remuneration system – creates potential zones of tension. 

Scientific novelty. The content of the concept of “motivational dissonance” has been refined in the context of an industrial enterprise, and its role as an indicator of latent tension in labour relations has been demonstrated. Approaches to comprehensive diagnostics of the motivational environment are proposed, integrating the ranking of motivators and the assessment of satisfaction with specific aspects of work. 

Practical significance. The findings may serve as an empirical basis for developing recommendations aimed at improving the incentive system for line managerial personnel in the industrial sector.

Introduction. The institution of mentoring is one of the key factors in ensuring the sustainability of nursing staff in the public healthcare system. Despite a significant amount of research devoted to the institutional, normative and organizational aspects of mentoring, nurses’ own perceptions of the purposes, functions and qualities of mentors remain understudied. 

Aim. To identify nurses from public healthcare organizations’ perceptions of the goals, functions, and key qualities of mentors. 

Results. Two dominant attitudes in  the perception of  mentoring were identified: a “technocratic” attitude, focused on the transfer of professional skills and compliance with standards, and a “humanitarian” attitude, emphasizing the importance of social integration, emotional support, and building confidence in mentees.

Methods. The empirical basis of  the study consisted of  data from an  online survey of 1,122 nurses from public healthcare organizations in the Sverdlovsk region, conducted in August–September 2024. Univariate and comparative analysis methods were used to process the data. 

Scientific significance. This study expands our understanding of the sociocultural and organizational aspects of mentoring in the healthcare system, revealing value and functional differences in how it is perceived by various professional groups. The obtained results contribute to the refinement of the competency model of a mentor of mid-level medical personnel. 

Practical significance. The research findings can be used to develop and improve mentoring programs in public healthcare organizations, and to formulate criteria for selecting and training mentors.

Introduction. The labour market for IT specialists is characterized by an acute shortage of  personnel. This leads to  an increase in  wage levels in  the sector, high professional mobility of  employees, a  growing share of  specialists with insufficient qualification levels, as well as an inflow of workers whose labour motivation is not always associated with a stable professional interest. Under these conditions, rapid changes are observed in the gender and age characteristics of employees engaged in the development and implementation of digital technologies. 

Aim. To  identify the socio-professional attitudes of  IT-sector employees belonging to different gender and age groups. 

Methods. The study involved an  online survey of  specialists (194 respondents) from enterprises and divisions engaged in  the development, implementation, and organizational and technological support of IT products. The sample was purposive. The method of paired statistical groupings was used to identify socio-demographic groups. 

Results. It has been established that the growing IT labour market has pronounced sociodemographic characteristics and is  replenished primarily by  young people, especially young women. It was revealed that most representatives of the identified groups are inclined not to  change their professional profile, preferring to  continuously improve their qualifications. The remote work format characteristic of the IT sector is attractive to young (19–32 years old) men and to young (33–40 years old) and mature (41–50 years old) women. Young and mature men, as well as young women, prefer a hybrid format. 

Scientific novelty The study reveals specific features of the socio-professional attitudes of IT specialists from different gender and age groups, which will determine the main trends in the development of the IT labour market. 

Practical significance. The results of the study can be used by public authorities at all levels in developing programs for the development of the IT labour market under new technological conditions.

Introduction. The relevance of the study stems from the growing contribution of women entrepreneurs to economic development amid persistent systemic barriers. The key contradiction remains the dissonance between the declared state support and real institutional constraints, including financial barriers, gender stereotypes and regional differentiation of business conditions. 

Aim. To identify and compare success strategies of women entrepreneurs in Russia and abroad in  the context of  systemic barriers and the opportunities to  overcome them in different economic and cultural environments. 

Methods. Secondary analysis of scientific publications and analytical reports, content analysis of full-text sources. The sample of countries was determined according to the IMF classification: advanced economies. 

Results. It was found that success strategies are determined by the level of economic development and the specifics of the institutional environment. Significant differences were revealed: in developed countries, proactive strategies for using institutional opportunities prevail, while in Russia and developing countries, adaptive and compensatory strategies for overcoming systemic barriers dominate. 

Scientific novelty based on  the comparative analysis of  adaptive and compensatory strategies, the study identifies the unique character of Russian strategies, which combine elements of different models. 

Practical significance. The results can be used by state and public institutions to develop targeted programmes to support women’s entrepreneurship, taking into account national and regional specifics, as well as by entrepreneurs themselves to select effective business strategies.

The contemporary media market requires producers to possess well-developed project management and communication competencies. However, traditional education does not always ensure their formation due to the gap between theory and practice.  The article presents the description and results of  a pedagogical experiment testing a  project-simulation methodology implemented within an  educational module and aimed at developing practice-oriented skills among producing students.