The article covers the issues of higher education development in the framework of innovative economy and the role of practice-oriented education technologies in this process. It presents substantial characteristics of successful international practice-oriented models, which potential can be used to solve problems that occur in the national system of education. It is shown that the successful implementation of practice-oriented programs involves the development of various forms of interaction between business and education, including: requirements for the quality of specialists' training, holding of training sessions for students by the employers' representatives¸ integration of professionally-oriented education technologies, creation within universities of innovative forms of professional employment in accordance with the learning profile, formation of professional skills of students through their immersion in professional environment, project integration.To meet labor market needs, programs are to consider the opinion of all stakeholders. In this paper, the authors first identify key stakeholders to be considered in the process of study programs development. Then they argue that online surveys are a preferable method of data collection for this purpose. Secondly, the authors focus on these online surveys being the main object of this research. They outline selection parameters which should be taken into account when planning such surveys by asking questions and giving guidelines based on practices and experiments within the universities. Thirdly, the authors identify some common pitfalls to be avoided when designing such surveys. The described survey's methodology can be accordingly included in the content of study programs in management and pedagogy.

Abstract-The complexity, dynamism and uncertainty of the socioeconomic status of both Russian and global economies generally form a significant number of risks that threaten the effective functioning and development of organizations. Moreover, the urgency of these problems is increasing in the conditions of economic stabilization and the outlook for development, when the degree of certainty and predictability of external factors is increasing, as well as the relative influence of internal organizational factors, among which the most important factors are related to the quality of personnel and the effectiveness of the personnel management system of the organization. Exactly these factors in modern conditions predetermine the success of achieving the strategic goals of the organization, but at the same time determine the emergence of human resources risks, which, in the opinion of experts, is defining the form of risk in the organization. The urgency of this problem has caused the need to develop the presented methodology for managing human resources risks. A distinctive feature of this methodology is the focus on prophylaxis and prevention of human resources risks. The methodology integrates various aspects of human resources risks management: types, levels, the significance, profiles of human resources risks, expected losses from risks, actions of human resources risk management. The methodology includes 5 stages: preparation, analysis, planning, organizing, control.Keywordshuman resources risk, personnel management, the sphere of risk occurrence, risk object, source of risk, damage to risk, methodology of HR risk management.

The article discusses the growing role of artificial intelligence in human resources management strategy. The results of research and practical experience confirm the possibility of using artificial intelligence to humanise human resource management (reducing bias in the selection of personnel, mastering employees’ experience, personalising training, analysing the emotional state of employees, and managing their wellbeing) are generalised. Highlighted are the risks of dehumanisation of personnel management when introducing artificial intelligence, which can be caused by both new threats and the strengthening of existing problems in this area.

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