The article deals with the role of universities from the perspective of socio-economic development of society on the basis of the «triple helix» model. The work of educational structures (universities) is considered as a complex network of interaction with: other universities; multi-level educational organizations; enterprises, business, government agencies. The authors identify areas, possible forms and results of interaction between the University and various partners for the formation of youth labor activity. A number of examples in this article are based on the experience of the Department of «personnel Management» of the Moscow Aviation Institute.
The article summarizes the results of a comparative study of the eff ectiveness of popular measures included in corporate onboarding programs in foreign and Russian practice. Data are presented confi rming the positive impact of a structured and balanced onboarding process on staff recruitment and retention, indicators of engagement and performance. Along with this, there is a discrepancy between the requests of applicants and employees and the perceptions of employers when managing onboarding. It substantiates recommendations on expanding the practice of socializing new employees, introducing them to the norms of corporate culture, introducing separate tools for communication, conducting joint events, lengthening onboarding programs and their personalization, and using niche training and microtraining during the adaptation period. The necessity of refl ecting in the onboarding programs changes in the structure of the workforce, including “alternative workforce” is emphasized.
The article deals with the modernization of the format for students to conduct and perform practical and laboratory work on the discipline "Electrical materials of electrical devices and products" in self-isolation.
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