What is an employee qualification? Types of advanced training. Qualification levels in occupational standards

the degree and level of preparedness for any type of activity, labor. Qualification is determined by the amount of creative knowledge and practical skills that a person owns.

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QUALIFICATION

from lat. qualis - what in quality and facio - I do), the level of development of the employee's abilities, allowing him to perform labor functions of a certain degree of complexity in a particular type of activity. K. is determined by the volume of theoretical. knowledge and practical skills, to-rymi the employee owns, and is his most important socio-economic. characteristic.

K. reflects the degree of development of the individual in the most important sphere of life - in work and determines it social status. Economy The significance of K. is manifested in the fact that complex labor is more qualified. worker creates a product of greater value per unit time.

Theoretical knowledge corresponding to a certain level of K. includes both general education (they are the basis for post-school training in any type of activity) and special knowledge, the volume of which depends on the form and duration of the corresponding classes. The training of workers is carried out in the account. institutions of the system prof.-tech. education and directly on pro-from-ve; graduates - in higher. and cf. specialist. uch. institutions; scientific personnel - in postgraduate and doctoral studies.

Practical skills are mastered in the course of performing the relevant work by repeating them many times, as a result of which a strong dynamic is developed. stereotype. Initial skills are formed in the course of training, the development of sustainable prof. skills depends on work experience in one form or another prof. activity and is usually characterized by work experience in the profession.

The nature of K. is determined by the ratio between its elements (knowledge and skills) and depends on the level of development of technology, technology, organization of labor and production, i.e. on a separate stages of development of society and production is filled with specific content.

The speed of mastering K. depends on the conformity of the nature and content of the work performed with inclinations, abilities, and psychophysiology. to features of the person therefore the reasonable choice of a profession is of great importance for achievement of high level To., Krom the organization of professional orientation promotes.

An indicator of K. a worker is a qualification. category (class, category), to-ry is assigned to him in a particular profession in accordance with the requirements of the tariff qualification. characteristics of this profession.

As a rule, after completing the course according to the approved program in prof. uch. institutions or directly at the production of persons studying professions perform qualifications. trial work, then pass the qualification. theory exams. course. Passed graduation qualifications. examinations by the decision of qualifications. the commission is assigned the corresponding qualification (rank, class, category) according to the profession.

K. employees is determined primarily by the level received special. education (certified by a diploma of graduation from the relevant educational institution), as well as work experience in a particular type of activity. These indicators are used in the establishment of qualifications. requirements for an employee who performs certain official duties. In the qualification characteristics of the positions of managers, specialists and other employees qualification requirements determined by the complexity of the work included in the duties. Individual differences in K. specialists are taken into account by intra-position qualifications. categorization based on attestation, etc. procedures. Qualification the requirements need to be updated regularly to reflect the dynamics of the specialties and stimulate the quality and flexibility of the prof. preparation.

Growth of qualifications level characterizes the country's productive forces, is a prerequisite for further social and economic. and sci.-tech. development, therefore, various measures are used to stimulate it, conditions are created for the development of higher K.

TO financial incentives include higher pay for work that requires more K., which is the basis of the tariff system, the use of allowances for tariff rates and salaries for prof. skill, bonuses for achieving production. indicators, which depend on K.

Moral incentives include the opportunity to perform more interesting, meaningful work, more high degree independence and creativity in work, more complete self-realization of the individual in prof. activities, various official forms. recognition of the high authority of an employee in a particular area.

In order to create conditions for prof. improvement, growth prof. mastery develops a system of advanced training. Raising K. personnel is an element that is organically included in the system of continuous education, along with training and retraining, while ensuring the necessary continuity and interconnection between these stages of prof. education. N. P. Sorokina.

The problem of K. is of particular importance in the conditions of modern. stage of scientific and technical. revolution, which is characterized innovative development economy, knowledge-intensive type of production, rapid structural changes and the priority of qualities, indicators of labor and products over quantitative ones. The innovative nature of development puts a creative person with her talent and prof. competence in the center of modern. production The high level of K. personnel is turning into the most important condition for the successful development of new technologies and the achievement of worthy positions in the world market for goods and services.

Increasing the role of K. in economics. development is reflected in the "human capital theory" developed by Amer. economists in the 1960s. 20th century As capital, it considers a stock of knowledge, skills and abilities, acquiring economic sense and stimulating growth produces, man's strengths. This is capital insofar as the mastery of it requires Means. labor costs and material resources, but these costs bring the owner a higher income.

As the role of qualifications in the economy increases, the importance of qualifications in the development of society increases. structures, i.e. distribution of amateurs. population by level K. Qualification. structure largely determines the possibility of adaptation decomp. social strata to those innovative processes, to-rye occur in the economy. This adaptation is associated with significant difficulties for those employed with a low level of K. due to a change in the structure of demand in the labor market: an increase in vacancies for highly qualified people. personnel and a reduction in demand for workers with low K. This phenomenon is associated with the development of the theory of two labor markets in the Amer. sociology (authors P. Deringer and M. Piore). According to this concept, in the conditions of scientific and technical. revolution once single market work force disintegrated into markets isolated from each other: qualifiers. a workforce receptive to new technologies; and an unskilled workforce that is shrinking.

M in-in labor and the United States has developed a 6-point system for assessing the level of K. in terms of theoretical. knowledge and practical skills required for certain jobs. According to this system, K. is auxiliary. workers are estimated at an average of 1.3 points, drivers of transport - 2.2, qualified. workers - 2.5, technicians - 4.1, managers - 4.4, engineers - 5.1, natural scientists - 5.7 points. The level of requirements for qualifications. structure of the labor force is growing rapidly. This can be seen from the comparison of qualifications. requirements for existing in the US in the middle. 80s workplaces and newly created ones:

Along with creatures, shifts in qualifications. structure important changes occur in the very content of K. These changes are ambiguous, because in production, much depends not only on its technical. level, but also on the forms of labor organization. In the conditions of routine production, microprocessor technology allows you to limit the functions of a person to template operations and turn him into an appendage of information. systems. The statement of the Nobel Prize winner V. Leontiev (USA) is known that a person ceases to be the most an important factor production, if his tasks are limited to simply following instructions.

In the context of innovation process characteristic of the economy of modern. industrialized countries, computer technology has become a powerful means of expanding analytical. human abilities and enrichment of the creative content of his work. An intensive process of developing, mastering the production of new types of goods and services, new technologies based on the close connection between science and production is impossible without the development of such personality traits as initiative, the ability to think logically and make decisions, find and use information, the ability to to learning. In industrial developed countries under direct the influence of scientific and technical. revolution took shape new concept K. Her main. features: polyvalence (versatility), a high level of general and technical. culture, dynamism. The concept of polyvalent K. was adopted by the Commission on prof. formation of the Common Market in 1970.

Modern technologies, primarily flexible automation systems, require the combination of labor functions associated with the maintenance of automatic equipment. systems. Under these conditions, the principle of "one person - one specialty", characteristic of the system of mechanized and conveyor production, turns out to be ineffective. Polyvalent k., based on the expansion of the profile and the combination of specialties, allows you to increase labor productivity by reducing staff and at the same time increase the creative interest of workers and their responsibility for the quality of products. This is based modern. concepts of "enrichment of labor" and "humanization of labor".

An important feature of modern K. is also what app. experts call it intellectualization. Modern technology cannot be implemented without a high level of general and technical. culture of personnel, ensuring the accuracy of the implementation of technical. rules, understanding of all technical nol. process and its place in it, the speed of reaction and the correctness of decision-making. An important element tech. culture becomes a social responsibility, including for the prevention of accidents that can lead to human casualties and environmental. disasters.

A characteristic feature of modern K. is her dynamism. Acquired K. can no longer be regarded as a stable set of prof. knowledge and skills, they must be dynamically updated as new technologies develop. According to research app. experts, volume prof. The engineer's knowledge must be renewed every 5 years by 50%. This implies the relevance of the problem of training in the continuation of the entire prof. careers.

In industrialized countries, there is an intensive search for ways to solve this problem, which have found implementation in the concept of lifelong education. It has been officially adopted by UNESCO and a number of regional international organizations. organizations as the basis for solving modern. problems of personnel training and the model of the education system in the future. Laws on continuing education were adopted in 1971 in France, in 1975 in Sweden, and in 1976 in the USA.

Modern the concept of K. introduces creatures, changes in the sphere of training and retraining of personnel. These areas are characterized by: creativity to the learning process, which is based not only on providing students with certain information, but on the development of creative abilities, the ability to learn new things and apply them in practice; interdisciplinary principle of development account. programs and their periodic updating; close connection uch. process with participation in practice. work on the development and development of new technologies.

The implementation of these changes required the closest cooperation between establishments with prom. enterprises and N. - and. in-tami, role enhancement feedback between production and account. institutions, strengthening control over the quality of training and the importance of diplomas and certificates of education.

The processes of internationalization of the world market and the integration of the economy of industrially developed countries actualize the problem of international. standardization of K levels, including the identification of diplomas and certificates. Such identification is necessary to prevent discrimination against foreigners. labor force and creates conditions for a free labor market. In the countries included in the opr-tion of the European Community, in 1991, the identification of diplomas of higher education is provided. schools in connection with the planned 1992 ekon. association of these countries.

The problem of K. is especially acute for Ros. Federation. Despite the high level of K. workers and specialists in some avant-garde in tech. in relation to areas, the economy as a whole requires Means. increasing the level of prof. competencies of workers. Low K. workers - a serious obstacle to scientific and technical. and socio-economic. development of the country. Under the dominance of the adm.-command system, little receptive to scientific and technical. progress, the prestige of a person was determined not so much by his prof. competence, how much position in the hierarchy. system. Hence the general underestimation of qualifications. labor in society - disproportionate low pay labor of specialists in comparison with cf. the level of wages in the country, the exaggeration of the formal element in training (the main thing is a diploma).

Transition to market economy with competition as the driving force of production gives enterprises and industries of production a real incentive to scientific and technical. development, will increase the social prestige of culture and liberate the creative potential of workers.

Lit .: Ivanov N. P., Nauch.-tekhn. revolution and questions of personnel training in the developed countries of capitalism, M., 1971; his own, Nauch.-tekhn. revolution and the problems of the structure of the labor force. (According to the materials of developed capitalist countries), M., 1978; Bush-marin I.V., Developed capitalist. country. Usage labor resources, M., 1975; Kapelyushnikov R. I., Modern. bourgeois concept of labor force formation. (Critical analysis), M. 1981; Gurieva L. S., Zargarov V. A., S to o-6s e in K. M., Professional and specialist: leader in modern. organizational conditions, ed. L. S. Guryeva, Tomsk, 1989; Trends and prospects for the development of social infrastructure, ed. S. S. Shatalina. Moscow, 1989. Levin G. M., P a m b s r-ger R. U., Education, labor and employment in developed countries, "Perspectives", 1990, No. 2; B c c k c r G. S., Human capital. A theo-retical and empirical analysis, with special reference to education, N. Y.

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In this article we will try to answer the following common questions: "What is a qualification?", "To whom is it assigned?", "Is it possible to improve the level of qualification and how?"

Surely every adult has an idea of ​​what it is

qualification. This term is inextricably linked with the concept of "activity". Any work, regardless of its nature and level of complexity, requires the employee to have certain training, as well as elementary knowledge and skills in order to perform it efficiently. From the foregoing, we can draw a certain conclusion about what a qualification is. This is the level of preparedness of the employee for the duties assigned to him.
A qualification is awarded after a course of study and a subsequent examination of knowledge. Upon graduation, an appropriate document is issued - a certificate or diploma. A common question: "What is it and how does it differ from a specialty?" The answer is simple: a specialty is a field of activity, and a qualification is a level of preparedness (engineer, bachelor).

The qualification of an employee is determined by such an indicator as qualifying category. It is assigned attestation commission according to the level of difficulty,

conditions and responsibilities of the work process. In our country, a six-digit grid has been adopted to determine qualifications, in some cases an eight-digit one is used. For engineers, economists, public sector workers, the assignment of the appropriate category is applied. The employee's salary depends on the employee's rate, it is formed by multiplying tariff coefficient for the first grade.

Specialists who already have higher education or higher education have the opportunity to improve their qualifications in order to expand and update their theoretical and practical skills, at the same time increasing their income level. There are the following types of training:

1. Short-term increase - up to 72 hours. Conducted at the initiative of the employer, the area - thematic issues in a particular production. Lectures are conducted by highly qualified staff members of the company. After passing the exam, a document is issued on the completion of a short-term advanced training course.

2. Thematic seminars and trainings - from 72 to 100 hours. Conducted for adaptation

Workers to new conditions production process or when introducing new technologies. This type of advanced training is carried out in the form of trainings, seminars on problematic issues.

3. Long-term - from 100 to 500 hours. Conducted for employees who have but lack practical skills. Upon completion, a certificate is issued. By law, such events must be held at least once every 5 years, but in practice, the frequency of such courses is set arbitrarily, at the request of the employer. The form of training can be different: on the job, with a break, with a partial combination. As a rule, the most best option. In some cases, courses are held in another city. In this case, the employee is guaranteed to keep workplace, as well as the average wage.

Diploma qualifications are assigned to students by the state attestation commission of universities based on the results of training after the defense or passing exams and is consistent with the specialty.

What is a Diploma Qualification

Diploma qualification is the status of a graduate, reflecting a certain set of knowledge and skills acquired while studying at a university. After the transition to the Bologna system, higher educational institutions of the Russian Federation assign qualification, specialist and master's degrees corresponding to the levels of professional education.

1. Bachelor. The degree is awarded based on the results of four years of study at the university in all scientific areas, except for medicine. It entitles not only professional activity, but also provides an opportunity to obtain a master's degree.
2. Specialist. The most common qualification in the educational system. Confirms the right to practical activities at a high professional level and to study abroad according to existing international agreements in order to obtain an academic degree. Usually the qualification of a specialist (lawyer, accountant, economist, manager) is awarded after five or six years of study at a university. The diploma is issued in all scientific fields, including medicine.
3. Master. This degree requires two years of study in a research-oriented program. Bachelors or specialists of any direction can enter the training. The master's work must be an independent study conducted under the supervision of a supervisor. Master's and Specialist's qualifications entitle you to and participate in degree programs.

If the qualifications for the bachelor's degree do not match the chosen direction in the master's program, a certain exam is required before admission.

Diploma qualification example

In the diplomas of graduates of undergraduate and graduate programs, the bachelor's degree (academic or applied) and the direction in which the graduate can realize his knowledge and skills are indicated as qualifications. For instance:

• Applied Bachelor of Economics;
• management;
• master of cultural studies, jurisprudence, psychology.

In the diploma of graduates of a specialty, the first position indicates the profession received (it will be a qualification), the second - the branch of activity (specialty or direction higher education according to the list approved by the Ministry of Education), for example:

• engineer - specialty "construction of unique buildings and structures";
• economist - "economic security";
• pharmacist - "pharmacy";
• lawyer - " ";
• theater production designer - "scenography".

The choice of a future specialty and place of work should be based on the knowledge of what a diploma qualification is. Understanding the essence of the concept will allow you not to make mistakes when filling out important documents when applying for a job.

In many areas of life, you can often hear about the presence or absence of any qualification. From the article you can learn that qualification is a very broad concept and even its term has two main translations.

The meaning of the concept

WITH in English the term is translated as "quality", which means the degree of displayed merit. In an older translation (from Latin), the word "qualification" is a combination of the words "what" and "do". In other words, how good is what is being done.

Depending on the field of application, the term means an assessment of the degree of quality or the levels provided.

Qualification types

Qualification is a rather broad concept. There are various types of it, distinguished depending on the scope of application:

• in education, this is the level of preparation of those who have graduated from an educational institution (secondary or higher);
• v labor relations- level of manifestation professional qualities, the degree of suitability for certain requirements;
• in sports - preliminary (qualifying) competitions;
• in criminal law - an assessment of a specific socially dangerous action.

In addition to the division by scope, the qualifications of the employee and work are distinguished.

Employee Qualification

For an employee, qualification is the degree of his training in a professional sense. In other words, this is the level of his training, the availability of experience, theoretical and practical skills to perform a certain type of activity. Most often, the qualification is established in the form of a category or category.

The employee has the right to take advanced training courses and receive more high category or rank. This will also increase his salary. But if the employee cannot confirm the existing category, the employer will have the right to lower it and even terminate the employment contract.

The procedure for determining the level of professional training has its own characteristics in each individual country. They are written into the labor law.

Job Qualification

This characteristic is set depending on the degree of complexity, responsibility of the employee during the performance of labor duties. It is determined in accordance with the existing records of the tariff-qualification categories, which relate to a particular specialization.

What is a job qualification and why is it important? It is used in setting tariff rates and salaries from which wages are calculated. In simple words wages depend on qualifications.

Professional qualification

This is the name of the professional training of an employee who is to perform certain kind activities. The job requires one or another qualification, determined depending on its expected complexity and required quality execution.

The most common steps are:

• initial vocational education allows you to be a worker;
• secondary education - technician;
• higher - specialist.

Among the working specialties, there are 6 categories, which are registered in a special grid. As a rule, vocational schools produce workers of 3-4 categories.

There is a network for teachers. So after graduating from a higher educational institution, a teacher takes up the position of a specialist and works without a category. Then he can raise it to the 2nd, 1st, highest. The last qualification stage in pedagogy is the category of teacher-methodologist.

Employees have their own grid. It consists of 18 bits.

Do not forget that in real working conditions, qualification according to the grid does not always correspond to real mastery. In addition to advanced training, the employee must have a sense of responsibility, professional duty, civic maturity.

The law on professional standards has been in force for several months, but not everyone has finally figured out how to apply the new regulation in their companies. To help employers practical advice one of the most authoritative Russian experts on labor law Maria Finatova.

What is this article about? Once again about professional standards, the application of which is still not clear to many. Let's talk about how to learn to determine the professional level at which the employee is.

All qualification levels specified in professional standards are used during their development to describe labor functions, requirements for education and training of employees. Uniform requirements for the qualifications of workers, established by skill levels, can be expanded and refined taking into account the specifics of the types of professional activity.

The level of qualification is defined as the ability of an employee to perform labor functions (tasks, duties) determined by the composition and level of complexity, which is achieved by mastering the necessary set of theoretical knowledge and skills.

The normative act that names qualification levels is the order of the Ministry of Labor and Social Security RF of April 12, 2013 N 148n "On the approval of qualification levels in order to develop draft professional standards." There are 9 levels in total and each has its own requirements. The higher the level, the higher the requirements, the lower the level, the lower the requirements for the position. Usually the 1st level is unskilled work, for which there are no strict requirements. 2,3,4 levels of working specialties, 5.6 - specialists, 7.8 leaders of the organization, top managers, 9 - the country's leadership.

Each level has certain indicators, which include: powers and responsibilities, the nature of knowledge, the nature of skills and the main ways to achieve qualifications, on the basis of which a professional standard is developed.

For example, at the 1st qualification level they are like this:

And at the 6th qualification level, these are:

In order to understand at what level a particular employee is, the employer needs to carry out a whole range of activities:

• To begin with, select a suitable professional standard for compliance with which the position of the employee will be checked.
• Then analyze its labor function, defined employment contract or job description for its compliance with the labor actions (TD) provided for in the chosen professional standard.
• After that, already verified labor activities compare with labor functions in the same professional standard.
• And in the end, from the compared labor functions (TF), determine which or which generalized labor functions (GTF) the employee is suitable for.

For each generalized labor function (GTF), the corresponding qualification level is indicated in the professional standard. By a simple procedure, you can determine what qualification level an employee has and what requirements are set for him.

for instance, if we take the professional standard of the "Accountant", then you can see that it has only 2 qualification levels: 5 and 6 for the positions of "Accountant" and "Chief Accountant", and, accordingly, the requirements for these qualification levels different. When comparing, it may turn out that one of the workers does not meet the standard, because he does not have enough experience, or length of service, or the necessary education at a certain level for him. In this situation, the employer must solve this problem: in the case of education, by sending the employee to study, in the case of experience and length of service, by transferring the employee to another position.

Situations may be different, but it must be remembered that the requirements of Law No. 122-FZ must be met by all employers, regardless of the legal form, form of ownership, number of employees, etc. However, the law does not provide for dismissals for non-compliance with professional standards. Therefore, it is important and can be found the right decision in each specific situation with each specific employee.

Maria Finatova, Head of the Department of Consulting Projects and Partner of Valentina Mitrofanova Group of Companies