To start training on an educational program for continuing education "Personnel management of institutions of higher and additional vocational education» , the volume of the curriculum 72 hours(distance learning form) with the issuance of a certificate of advanced training.

Leave a request for training or download an application for advanced training.

After filling out the application, you will receive a contract for the provision of educational services, invoice or receipt for payment

If you do not have time or conditions do not allow you to fill out an application, leave your details and we will contact you!

Training in accordance with mandatory professional standards!
(For violation of the requirements of the professional standard, a fine of 1,000 - 5,000 rubles from an employee and / or 30,000 - 50,000 rubles from an employer is provided)

Purpose: professional development of educational workers in accordance with the current legislation on the basis of professional standards

Training requirements: for classes you need a computer, Internet access and your desire

Training period: 1-2 months, depending on the pace of training and the student's time capabilities.

Accelerated training is possible without increasing the cost (as agreed)

The amount of hours of the curriculum: 72 hours

Start date: from the moment of execution of the contract for the provision of educational services and payment (transfer of funds), you will be assigned a login and password to enter the distance learning system of FGBOU DPO "IRDPO", and a personal tutor will be appointed who will accompany you throughout the entire training period and help solve emerging issues

One of the most affordable prices for professional development in the educational services market

Cost for the entire period of study: RUB 8,900 VAT is not levied (subparagraph 14 of paragraph 2 of Article 149 Tax Code RF)

Refund of funds spent on training: you can clarify the conditions for a refund during the paperwork (tax deduction)

Final document: Certificate of advanced training of a prestigious university (in accordance with clause 12 of the Procedure for organizing and implementing educational activities for additional professional programs approved by order of the Ministry of Education and Science of Russia dated July 1, 2013 N 499 (registered by the Ministry of Justice of Russia on August 20, 2013, registration N 29444), as well as in accordance with part 15 of Article 76 Federal law N 273-FZ "On education in the Russian Federation" to persons who have successfully mastered the corresponding additional professional program and passed the final certification, a certificate of advanced training is issued)

Additionally: after training, active students are issued letter of recommendation(at the request of the student and agreement with the teacher and tutor)

The form of study is not indicated in the training document: distance learning (distance learning without interruption from work using distance educational technologies is carried out from anywhere in the world with access to the Internet 24 hours / 7 days).

Special conditions: it is allowed to master several programs simultaneously with the assignment of several qualifications (the cost of training for the second and subsequent programs is significantly reduced)

Refresher course topics

"Personnel management of institutions of higher and additional professional education"

Curriculum volume 72 academic hours
(program content)

1. Personnel management in the system of modern management
2. Personnel service of the educational institution
3. Methods of staff formation
4. Methods of maintaining the efficiency of personnel
5. Documenting labor relations and personnel records
6. Assessment of the effectiveness of personnel management
Literature
Final testing for the course

The advanced training course "Personnel management of institutions of higher and additional vocational education" fully complies with the requirements of the professional standard and is aimed at obtaining new competencies for students, which are necessary for certification of teaching staff.

After successfully mastering the course and defending the final work and / or passing the test, students receive a certificate of advanced training (in accordance with clause 12 of the Procedure for organizing and carrying out educational activities for additional professional programs, approved by order of the Ministry of Education and Science of Russia dated July 1, 2013 N 499 (registered By the Ministry of Justice of Russia on August 20, 2013, registration N 29444), as well as in accordance with part 15 of article 76 of Federal Law N 273-FZ "On education in the Russian Federation", persons who have successfully mastered the corresponding additional professional program and passed the final certification are issued a certificate of advanced training).

We invite you to undergo training at FGBOU DPO "IRDPO" (license for the right to conduct educational activities in the field of vocational education No. 1890 dated 09/27/11, issued Federal Service on supervision in the field of education and science)

You can start training on the advanced training course "Personnel management of institutions of higher and additional professional education", the volume of the curriculum is 72 hours (distance learning form) with the issuance of a certificate of advanced training.

The cost of training for the advanced training course is 8,900 rubles. VAT is not subject to (subparagraph 14 of paragraph 2 of article 149 of the Tax Code of the Russian Federation)

After completing the documents and payment, start training (the form of mastering the program is remote - you can study at any convenient time 24/7 and anywhere).

If you have any questions, write to us

Application for training from a legal entity

Application for training from an individual

Application for professional development

payment from an individual

I consent to the processing of personal data

Name, Surname, Patronymic (in full): *

E-mail: *

Phone with code: *

Passport data (series, number, by whom and when issued): *

Registration address (indicating the index): *

What postal address (zip code, address, full name) should the documents be sent to: *

What course of study did you choose? *:
--- choose an advanced training course --- 001PK-Higher education teacher and teacher of additional vocational education (144 hours) - 14.9 thousand rubles. 002PK-Information and communication technologies in pedagogical activity (72 hours) - 9.9 thousand rubles. 003PK-Implementation of the educational process based on modern educational technologies (72 hours) - 9.9 thousand rubles. 004PK-Implementation of modular technologies in higher, secondary and additional vocational education (72 hours) - 9.9 thousand rubles. 005PK-Competence-oriented training in higher education (72 hours) - 9.9 thousand rubles. 006PK-Modern psychological and pedagogical technologies (72 hours) - 9.9 thousand rubles. 007PK-Psychological and pedagogical technologies of targeted work with socially vulnerable children and children in difficult life situations (72 hours) - 9.9 thousand rubles. 008PK-Motivation and cognitive activity of students (72 hours) - 9.9 thousand rubles. 009PK-Fundamentals of Developmental Psychology (72 hours) - 9 thousand rubles. 010PK-Psychological counseling based on the methods of music-integral therapy (72 hours) - 9 thousand rubles. 011PK-Features of psychological and pedagogical work with hyperactive children (72 hours) - 9.9 thousand rubles. 012PK-Mediation in an educational organization (72 hours) - 9.5 thousand rubles. 013PK-Communication strategies and ways of resolving conflicts in an educational organization (72 hours) - 9.5 thousand rubles. 014PK-Economic efficiency of management educational institution additional professional education (72 hours) - 12.9 thousand rubles. 015PK-Personnel management of institutions of higher and additional professional education (72 hours) - 8.9 thousand rubles. 016PK-Pedagogy and psychology of higher education (72 hours) - 9 thousand rubles. 017PK-Models and learning technologies: implementation and adaptation in education (72 hours) - 9.9 thousand rubles. 018PK-Models and learning technologies: implementation and adaptation in education (16 hours) - 5.0 thousand rubles. 019PK-Labor protection of subject teachers of educational organizations (16 hours) - 5.0 thousand rubles. 020PK-Labor protection in educational organizations for executives (16 hours) - 5.0 thousand rubles. 021PK-Labor protection in preschool educational institutions (16 hours) - 5.0 thousand rubles. 022PK-Labor protection in physical education and sports in educational institutions (16 hours) - 5.0 thousand rubles.

Attention! Federal Law N 122-FZ dated 02.05.2015 signed by the President Russian Federation V.V. Putin took effect.

From July 1, 2016, for all employees and employers it has become mandatory application professional standards (Federal Law of May 2, 2015 N 122-FZ "On Amendments to the Labor Code of the Russian Federation and Articles 11 and 73 of the Federal Law" On Education in the Russian Federation ").

Professional standards- these are the requirements for the qualifications of employees. In accordance with them, an employee who performs certain labor functions must have the appropriate qualifications. The qualification level is determined by the availability of special education and work experience. Compliance with professional standards is confirmed by a document on advanced training and / or a document on professional retraining.

Such documents in accordance with clause 12 of the Procedure for organizing and carrying out educational activities for additional professional programs, approved by order of the Ministry of Education and Science of Russia dated July 1, 2013 N 499 (registered by the Ministry of Justice of Russia on August 20, 2013, registration N 29444), as well as in accordance with with part 15 of article 76 of the Federal Law N 273-FZ "On education in the Russian Federation", persons who have successfully mastered the corresponding additional professional program and passed the final certification are given a certificate of advanced training (the volume of the curriculum is from 16 to 250 academic hours) and / or a diploma about professional retraining (the volume of the curriculum is over 250 academic hours).

Federal Law of May 2, 2015 N 122-FZ "On Amendments to the Labor Code of the Russian Federation and Articles 11 and 73 of the Federal Law" On Education in the Russian Federation "

Section IX changes Labor Code RF

Section IX. The qualifications of the employee, professional standard, training and additional vocational education of employees are supplemented by article 195 (3). Application of professional standards

If this Code, other federal laws, and other regulatory legal acts of the Russian Federation establish requirements for the qualifications necessary for an employee to perform a certain job function, professional standards in terms of these requirements are mandatory for employers to apply.
The characteristics of qualifications, which are contained in professional standards and the mandatory application of which is not established in accordance with part one of this article, are used by employers as a basis for determining the requirements for the qualifications of employees, taking into account the characteristics of employees performed by employees. labor functions due to the technologies used and adopted by the organization production and labor.
The federal executive body in charge of developing public policy and legal regulation in the field of labor, has the right to provide explanations on the application of professional standards

Amendments to the Federal Law N 273 of December 29, 2012 "On education in the Russian Federation"

Part 8 of Article 73 shall be stated as follows:

"eight. The duration of vocational training is determined by a specific vocational training program developed and approved on the basis of professional standards (if any) or established qualification requirements an organization carrying out educational activities, unless otherwise provided by the legislation of the Russian Federation. "

Article 4. Clause 2 of N 122-FZ "On Amendments to the Labor Code of the Russian Federation" and Articles 11 and 73 of N 273-FZ "On Education in the Russian Federation"

Article 4, paragraph 2. Federal state educational standards for vocational education, approved before the date of entry into force of this Federal Law, are subject to compliance with the requirements established by part 7 of Article 11 of the Federal Law of December 29, 2012 N 273-FZ "On Education in the Russian Federation" (as amended of this Federal Law), within one year from the date of entry into force of this Federal Law.

For non-compliance with the requirements of professional standards from personnel (lack of a certificate of advanced training or a diploma of professional retraining) there is a fine in the amount of 1,000 - 5,000 rubles. employee and 30,000 - 50,000 rubles. employer (part 1, article 5.27 of the Code of Administrative Offenses of the Russian Federation)

methodological advice

GOU YAO TsPOiP "Resource"

A protocol of a meeting

No. 3 dated 01.01.01

Chairperson

methodological council

APPROVED

Director

GOU YAO TsPOiP "Resource"

__________ "___" _______2008

Additional professional education program

"Recruitment and management of personnel"

Explanatory note

Training period: 72 - 100 hours.

Target groups for which it is designed program: professional consultants, inspectors of the departments of vocational guidance, employment, vocational training, working with employers and other specialists of the employment service; HR managers, psychologists, HR specialists, heads of personnel management departments of enterprises, organizations and institutions; specialists recruiting agencies, other categories of professionals and managers involved in the management and development of human resources.

Relevance of the program due to the importance of specialists mastering modern forms and methods of personnel management and development, ensuring the employment of the population, the need for social and professional support of young people, employees of enterprises and organizations, the unemployed, persons, job seekers, in solving issues of life and professional self-determination in accordance with the current socio-economic situation, requests modern market labor requirements of employers.

The program is built on the basis of generalization of the best domestic and foreign experience in working with personnel, analysis and systematization of the organization's own practice of recruiting and managing personnel in the framework of contractual activities with enterprises and organizations on the territory.

The purpose the implementation of the program is the development of specialists modern approaches, forms and methods of work in solving issues of personnel selection and management.

Program objectives:

Mastering by specialists of the main approaches and methodological foundations of work on the selection of personnel in accordance with the requirements of the modern labor market, requests of employers;

Mastering by specialists of fixed assets and methods of work for the selection of personnel (analysis of the biographical data of the applicant, interviewing, expert survey, testing, meta-program interviews, the "assessment center" method, etc.).

Analysis of the work practice of specialists in the selection and management of personnel.

To achieve the set goals and objectives, it is planned to conduct lectures, business games, discussions, technical analyzes of practical cases, individual consultations and independent work for listeners in accordance with the highlighted thematic blocks.

Expected results:

Students will acquire knowledge on key aspects of work with personnel, will be able to master various forms and methods of work in this area in accordance with the planned objectives of the program.

Control forms:

Self-report of students based on the results of the theoretical and practical lessons of the program;

Final interview or written test.

Curriculum and thematic plan of the program of additional professional education "Recruitment and management of personnel"

P / p No.

Name

Lectures

Workshops

Training sessions

Total

Approaches and methodological foundations of work on the selection of personnel in accordance with the requirements of the modern labor market, requests of employers. The main tasks of personnel selection. Search and selection of personnel.

Corporate culture of the organization (indicators, elements, types of organizations, etc.). The role of HR in recruiting.

Means and methods of work for the selection of personnel (analysis of the applicant's biographical data, interviewing, expert survey, interview, testing, meta-program interview, method "assessment center", etc.).

4. Certification of the personnel of the enterprise. Training psychological portrait employee.

Motivation of labor of employees of the enterprise and ways to improve it.

Study of job satisfaction of personnel, social and psychological potential of employees of the enterprise. Staff adaptation.

56. Special programs for retraining and employment in Germany // Man and Labor, 1994. No. 4.

57. Tarasov -technology: selection and training of managers. L., 1989.

58. Theory and practice of vocational guidance and vocational counseling. Issue 1. Kaluga, 1994.

59. Management Consulting: in 2 volumes. T. 1 .: Per. from English M .: JV "Interexpert", 19p.

60. Management consulting: in 2 volumes. T. 2 .: Per. from English M .: JV "Interexpert", 19p.

61. Chebyshev training steelmakers to combat malfunctions in open-hearth furnaces. - History of Soviet labor psychology. Texts / Ed. , M., 1983. 181-187.

62. Chernyshev VN, Dvinin and personnel in management. SPb .: Energoatomizdat, 19p.

63. Shadrikov activities and human abilities: tutorial... 2nd ed., M .: Publishing corporation "Logos", 19p.

64. Shekshnia staff modern organization// Personnel management, 1998. No. 12. P. 86-101.

65. Der Spiegel of Steelworkers. Systematization of the experience of open-hearth practitioners for the purposes of training and instruction. - History of Soviet labor psychology. Texts / Ed. , M., 1983. 172-178.

66. Shushakov driving while testing the qualifications of locomotive drivers in the psychotechnical station of the Perm railway.

PRIVATE EDUCATIONAL INSTITUTION

ADDITIONAL PROFESSIONAL EDUCATION (CHOUDPO)

"Training center" Asclepius "

Educational program

additional professional education

professional retraining

Vladivostok - 2016

1.1. Introduction

1.2. Regulations that are the basis for OOP

1.3. General characteristics of the educational program of additional professional education.

1.3.1. The purpose of OOP

1.3.2. The term for the development of the PLO

1.3.3. Requirements for students

1.3.5. Document issued at the end of training

2. Characteristics of professional activity

2.1. Types of professional activities

2.2. Requirements for the results of mastering the program

3.1. Curriculum for correspondence courses

3.1. 1. Study plan for correspondence courses

4.0. Conditions for the implementation of the program.

4.1. Material and technical conditions for the implementation of the program

4.2. Educational and methodological support of the program

4.3. Information about the teaching staff

4.4. Attestation forms, assessment materials and other components

4.5. Program compilers

5.0 Section work programs

1. 
   General Provisions

1. 
   Introduction

Educational program (OOP) of additional vocational education professional retraining of additional vocational education "HR Specialist" is a set of documents developed and approved at the Asklepia Training Center, which is presented in the form of a curriculum, a curriculum-thematic plan, work programs of training modules, as well as assessment and teaching materials, taking into account the improvement and obtaining a new competence necessary for the implementation of a new type of professional activity, the acquisition of a new qualification. The program meets the requirements of the professional standard "Human Resources Specialist" approved by the order of the Ministry of Labor and Social Protection of the Russian Federation dated 06.10.2015. No. 691n.
Educational program (OEP) for professional retraining of additional professional education "HR Specialist" is a set of documents developed and approved by the Asklepia Training Center, which is presented in the form of a curriculum, a curriculum, work programs of training modules, as well as assessment and teaching materials, taking into account the improvement and acquisition of new competencies necessary for performing a new type of professional activity, acquiring a new qualification. The program was developed in accordance with the professional standard "Human Resources Specialist", approved by the order of the Ministry of Labor and Social Protection of the Russian Federation dated 06.10.2015. No. 691n, FGOS VPO 38.03.03 Personnel Management, Methodological Recommendations of the Ministry of Education and Science of Russia dated April 22, 2015 No. VK-1032/06.
1.2. Normative documents that are the basis for the OP

The regulatory and legal framework for the development of EP is the Federal Law of the Russian Federation of December 29, 2012 No. 273-FZ "On education in the Russian Federation", Order of the Ministry of Education and Science of Russia of July 1, 2013 No. 499 "On approval of the Procedure for organizing and implementing educational programs ", Federal State Educational Standard of Higher Professional Education 03/38/03 Human Resources Management, the professional standard" Personnel Management Specialist ", approved by the order of the Ministry of Labor and Social Protection of the Russian Federation dated 06.10.2015. No. 691n, OK 010-2014 All-Russian classifier occupations (OKZ), provisions of the private educational institution DPO "Training center" Asklepia ".
1.3. General characteristics of the educational program of additional professional education.
1.3.1 The Purpose of OOP - Formation of the students' competencies necessary for professional activities in the field of personnel management - the formation of systemic and professional knowledge on personnel planning and marketing of personnel, adaptation and certification of personnel; organizational culture and conflict management; employment management; organization, rationing, regulation, safety, working conditions and discipline; motivating and stimulating staff; his social development; personnel, regulatory, methodological, clerical, legal and information support personnel management systems.

The program is successive to the main educational program of higher education of the direction of preparation 03/38/03 - Personnel management, profile Audit and control of personnel, qualification (degree) - bachelor.
1.3.2. Term of development professional continuing education programs is ----- workers days for full-time studies and working days for part-time studies. For any form of training, the study load is set no more than 40 hours per week, including all types of classroom and extracurricular (independent) educational work of the student.

1.3.3. Requirements for students: Persons with secondary vocational and (or) higher education; persons receiving secondary vocational and (or) higher education .

1.3.5. Document issued at the end of training: Upon successful mastering of this program and a positive final certification, students receive a standardized diploma of professional retraining, which certifies the specialist's right to conduct professional activities in management and personnel selection.

1. 
   Characteristics of the professional activity of those who have mastered the program of professional retraining "Specialist in personnel management" Characteristics of a new type of professional activity, new qualifications.

The main goal of the type of professional activity: ensuring the effective functioning of the personnel management system to achieve the goals of the organization.

2.1. Types of professional activities

The field of professional activity of a student who has completed training under the professional retraining program for the performance of a new type of professional activity "HR Specialist" includes the implementation of the following generalized and labor functions and requirements for the level of their qualifications.

Generalized labor functions Labor functions Name skill level Name skill level (sublevel) Documentation support for work with personnel Maintaining organizational and administrative personnel documentation Record keeping and personnel movement Administration of processes and workflow for accounting and movement of personnel, submission of documents for personnel in government bodies Staffing activities Collecting information about the organization's staffing needs Search, attraction, selection and selection staff Administration of processes and workflow for staffing Personnel assessment and certification activities Organization and conduct of personnel assessment Organization and conduct of personnel certification Administration of processes and workflow during the assessment and certification of personnel Personnel development activities Organization and implementation of activities for the development and construction professional career staff Organization of personnel training Organization of adaptation and training of personnel Administration of processes and workflow for the development and professional career, training, adaptation and training of personnel /04.6 Activities for the organization of labor and staff remuneration Organization of personnel work Organization of staff remuneration Administration of processes and workflow on labor organization and staff remuneration Corporate social policy organization activities Development of corporate social policy Implementation of corporate social policy Administration of processes and workflow on corporate social policy Operational management of personnel and organizational unit Development of a system of operational personnel management and the work of a structural unit Implementation of operational personnel management and the work of a structural unit Administration of processes and workflow for operational personnel management and the work of a structural unit Strategic personnel management of the organization Development of a strategic personnel management system for an organization Implementation of the strategic personnel management system of the organization Administration of processes and workflow for strategic management staff of the organization

-The objects of professional activity are the organization of personnel work, recruitment work force and staff recruitment.
2.2. Requirements for the results of mastering the program

As a result of mastering this program, students should have the following competencies:
a) professional:

Know:

The procedure for registration, maintenance and storage of personnel documents

The procedure for accounting for the movement of personnel and drawing up the established reporting

Fundamentals of document flow and documentation support

The procedure for calculating the length of service, benefits, compensation, registration of pensions for employees

Organization structure

Labor legislation and other acts containing norms labor law

Fundamentals of archival legislation and regulatory legal acts of the Russian Federation, in terms of maintaining personnel records

Legislation of the Russian Federation on personal data

Local regulations organizations regulating the procedure for issuing administrative and organizational documents for personnel

Ethics and business communication

Basic foundations of informatics, structural construction of information systems and features of working with them

Regulatory legal acts of the Russian Federation governing the rights and obligations of state bodies, trade unions and other representative bodies of workers to provide accounting documentation

The procedure for determining the prospective and current needs for personnel

Sources of staffing the organization

Organization of work in various areas of production, organization, industry

General trends in the labor market and in a particular industry, a specific profession (position, specialty)

Fundamentals of Psychology and Sociology of Labor

Technologies and methods of search, attraction, selection and selection of personnel

Technologies and methods of formation and control of budgets

Fundamentals of Economics, Labor Organization and Personnel Management

Fundamentals of tax legislation of the Russian Federation

The procedure for documentary support of the candidate's entry to work and the movement of personnel

The procedure for processing documents on the provision of human resources required for submission to state bodies, trade unions and other representative bodies of workers

How to work with information systems and databases on staffing, search and registration of candidates for vacancies(professions, specialties)

Procedure for maintaining business correspondence

The procedure for registration, maintenance and storage of documentation related to the search, attraction, selection and selection of personnel for vacant positions

The procedure for the formation, maintenance of a data bank on the organization's personnel and reporting

The procedure for holding tenders and registration of tender documentation

The procedure for carrying out procurement procedures and registration of accompanying documentation for the conclusion of the contract

Conclusion procedure labor contracts(contracts)

Evaluation technologies and methods personality traits and characteristics

Systems, methods and forms of material and non-material incentives for personnel labor

Technologies, methods and techniques for analyzing and organizing documents and information

The basics production activities organization

Procedure and technology of certification

Technologies and methods for determining and assessing professional knowledge, skills and competencies

The procedure for processing documents submitted to state bodies, trade unions and other representative bodies of workers

Systems, methods, methods, tools for building a professional career

Methods for determining and assessing personal and professional competencies

Basics of vocational guidance

Organization structure and vacancies (professions, specialties)

Methods and tools for researching the need for personnel training

Training methodology

Technology, methods and techniques for analyzing and organizing documents and information

The procedure for the development of plans for training, retraining and advanced training of personnel

Fundamentals of legislation on education of the Russian Federation

Local regulations of the organization governing personnel training

Adaptation and internship methods

The procedure for the development of plans for the adaptation of personnel to new workplaces, training, retraining and advanced training of personnel and the organization of internships

The procedure for drawing up cost estimates for adaptation and training of personnel

The procedure for keeping records and reporting on adaptation and training of personnel

Methods of accounting and analysis of indicators for labor and remuneration

Methods for determining, evaluating and comparing production intensity and labor intensity

Labor rationing methods

Cross-industry and industry-specific regulations labor costs

Modern forms, systems of payment and accounting of personnel labor productivity

HR policy and organization strategy

Labor economics

Methods for determining the number of employees

Tariff and qualification reference books of work and professions of workers and qualification characteristics positions of employees

Methods of accounting and analysis of indicators for labor and wages

Management issues social development organization

Methods for analyzing the performance of corporate social programs and defining them economic efficiency

Methods, methods and tools for personnel management

Goals, development strategies and business plan of the organization

HR policy of the organization

Methods for analyzing the quantitative and qualitative composition of personnel

Systems of standards for business processes, professions, labor standards

Fundamentals of the migration legislation of the Russian Federation, in terms of attracting and employing foreign citizens and stateless persons

Fundamentals of administrative legislation in the field of personnel management and responsibility officials

Theories of personnel management and its motivation

Methods for analyzing the implementation of plans and tasks, determining their economic efficiency

Forms and methods of assessing personnel and the results of their work

Technologies of operational personnel management of the organization

HR policy and social policy organization

Methodology for planning and forecasting staffing needs

Procedure for the settlement of labor disputes

Requirements and rules for auditing work with personnel

Forms social partnership and interaction with trade unions and other representative bodies of workers, and other organizations

Registration procedure personnel documents and giving them legal force

Methods for assessing the work of structural units, the results of personnel labor

Methods for auditing and controlling operational management processes

Methods for managing the development and efficiency of an organization, analyzing the implementation of plans and programs, determining their economic efficiency

Methods for assessing, results and labor efficiency

Methods for implementing a personnel management system

The basics of career guidance

Theories and methods of forming an organization's brand

Corporate culture, social policy, system of motivation and efficiency of personnel management

Audit methods, control of operational management processes, sociological research

Organizational design

Systems of standards for business processes, professions (specialties), labor standards

The profession of an HR manager or human resource management specialist is one of the most important for modern business... Today, top managers are increasingly looking for not just a "personnel officer", but an HR partner who is able to effectively solve the strategic task of sustainable provision of the company with trained, motivated and loyal employees. At the same time, we are forced to admit that many HR-managers do not have special training, are trained directly at the workplace and are ready to solve a very limited range of professional tasks. The most trained of them, as a rule, have some stock of theoretical knowledge that does not agree well with their real practice.

The program is designed for employees human resources and personnel management services wishing to expand their professional capabilities and reach a qualitatively new level in their work. And also on psychologists and other specialists with higher education who decided to master the demanded profession of a specialist in human resource management in an organization.

The main advantages of the program

• The instructors for the program are current HR directors or HR specialists with extensive hands-on experience.
• The program involves the practical development of effective HR technologies that allow you to comprehensively solve the entire range of tasks facing the personnel service of a modern organization (recruitment, adaptation, assessment, motivation, training, mentoring, formation personnel reserve, loyalty management and corporate culture, organization of corporate events, accompaniment organizational changes and etc.).
• Active forms of education are used with an emphasis on independent work of students - workshops, trainings, performance group work in the process of face-to-face and distance seminars, mutual review of works, student case competitions, collective preparation of certification projects, tutoring. This contributes to the development and development of key competencies that are important in the activities of an HR specialist:
  • ability to analyze and problem solving,
  • skills of working with information,
  • management skills,
  • ability to effective communications,
  • self-organization and self-development skills,
  • cooperation skills,
  • professional ethics.
• The programs include a block of distance learning, which allows students to master modern tools remote work HR specialist (webinars, web conferences, distance education platforms).

Institute graduates become certified specialists and get the right to conduct a new type of professional activity in the field of personnel management.

The program is designed for part-time education for one year. The volume of the program is 605 hours (of which 450 hours are classroom lessons, a third of which are held in the format of webinars). The program consists of four sessions. Three face-to-face sessions of 13 days each take place at the institute. Students study daily from 10:00 to 18:00. One of the sessions is remote and takes place in the format of webinars. This will allow nonresident students to significantly reduce training costs by saving on travel and accommodation costs. After each session, students complete individual and group practical tasks, pass exams, which is the basis for transferring to the next level of study.

V academic plan programs "" Personnel management. Professional training HR specialists "" included the following educational and practical seminars, trainings, workshops, webinars and lectures:

I Block. Strategic aspects personnel management:

• Organizational and conceptual issues of personnel management(organizational structure enterprises, stages of company development, personnel management at different stages of development, strategic planning personnel, etc.).
• HR management(service structure, performance indicators, distribution of functions, job competencies).
• HR as a business partner(the influence of an HR specialist on business results, the dependence of the motivation of the HR service on business results, consulting top officials, the self-sufficiency of the HR department).
• The basics HR administration (implementation of HR processes in accordance with the Labor Code of the Russian Federation, conclusion of labor contracts with different categories of workers, probation as a useful management tool, certification in accordance with the Labor Code of the Russian Federation, dismissal without judicial risks).

II Block. Main technologies of personnel management:

• Recruiting(sources of personnel recruitment, resume analysis, types and algorithms of interviews, primary and secondary selection, methods of in-depth research, trial period as the last stage of selection).
• Personnel adaptation(trial period and adaptation period, stages and tools of adaptation, development of programs and assessment of adaptation results).
• Building a mentoring system(mentoring goals, recruiting, training and motivating mentors, evaluating the effectiveness of the mentoring system).
• Talent pool management(tribute to fashion or necessity? who are high-potential employees? talent pool, taking into account the specifics of the business, risks and limitations in creating a talent pool, performance criteria, career development as a way to retain valuable employees).
• Material motivation(monitoring of the wage market, wage systems, structure wages, salary and allowances, benefits and social package, personnel satisfaction monitoring).
• Intangible motivation(types of non-material motivation, identification of demotivation factors, selection of adequate incentives, training managers in management intangible motivation staff).
• Personnel training and development(planning and budgeting of training, identification of training needs, selection of optimal forms and methods, assessment of the effectiveness of the training system).
• Personel assessment(personnel assessment technologies: 360 degrees, assessment by goals, assessment, etc.; work algorithms, reliability and validity of methods, ways to increase the objectivity of assessment, conclusion based on assessment results, development of individual development plans).
• Organizational culture management(structure and types organizational culture, culture and ideology, ways of changing organizational culture).
• Communications management and corporate PR(business document flow, conflict resolution, holding meetings, strengthening horizontal links between departments, corporate media).
• Release of personnel(dismissal policy, reasons for dismissal, methods of releasing personnel, options for an exit interview, confidentiality agreement, dismissal statistics).

III Block. Special issues of personnel management:

• Development of competencies.
• HR project management.
• HR audit of business processes.
• Management coaching.
• Support of organizational changes in the company, work with opinion leaders.
• Formation of commitment and loyalty of staff.
• Cross-cultural communication management in international companies.
• Event management.
• Work in the field of social partnership.

Beginning of classes on the program "Personnel management. Professional training of HR specialists" - November 17, 2014

To enroll in training, you must submit documents in the period from June 1 to October 31, 2014.

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Additional professional education program

Personnel Management.
Professional training of HR specialists

The program is designed for employees of HR departments and personnel management services who want to expand their professional capabilities and reach a qualitatively new level in their work. And also for psychologists and other specialists with higher education who decided to master the demanded profession of a specialist in human resource management in an organization.

Institute graduates become certified specialists and get the right to conduct a new type of professional activity in the field of personnel management.

The program is designed for part-time education for one year. The volume of the program is 605 hours (of which 450 hours are classroom lessons, a third of which are held in the format of webinars). The program consists of four sessions. Three face-to-face sessions of 13 days each take place at the institute. Students study every day from 10.00 to 18.00. One of the sessions is remote and takes place in the format of webinars. This will allow nonresident students to significantly reduce training costs by saving on travel and accommodation costs. After each session, students complete individual and group practical tasks, pass exams, which is the basis for transferring to the next level of study.

Dates of the face-to-face sessions of the new recruitment:

• 1 session: -
• 2 session: -
• Session 3: -
• 4 session: -

The cost of training for one session is rubles. It is possible to increase the cost of training, taking into account the level of inflation, provided for by the main characteristics of the federal budget for the next financial year and planning period(based on part 3 of article 54 of the Federal Law of December 29, 2012 No. 273-FZ "On Education in the Russian Federation")

The main advantages of the program:

• The instructors for the program are current HR directors or HR specialists with extensive hands-on experience.
• The program involves the practical development of effective HR technologies that allow you to comprehensively solve the entire range of tasks facing the personnel service of a modern organization (recruitment, adaptation, assessment, motivation, training, mentoring, formation of a personnel reserve, management of loyalty and corporate culture, organization of corporate events, support organizational changes, etc.).
• Active forms of education are used with an emphasis on independent work of students - workshops, trainings, group work in the process of full-time and distance seminars, mutual review of works, student case competitions, collective preparation of certification projects, tutoring. This contributes to the development and development of key competencies that are important in the activities of an HR specialist:
  • ability to analyze and solve problems,
  • skills of working with information,
  • management skills,
  • ability to communicate effectively,
  • self-organization and self-development skills,
  • cooperation skills,
  • professional ethics.
• The programs include a block of distance learning, which allows students to master modern tools for remote work of an HR specialist (webinars, web conferences, distance education platforms).

Program Manager -Maria Olekhnovich , Ph.D. in Psychology, business coach since 1996, HR consultant since 1997, teacher of the discipline "Management human resources for leaders "at corporate universities, employee of business schools" IMISP "(St. Petersburg)," AMIR "(Moscow).

The main teaching staff

Anastasia Evgenievna Biryukova , Certified Business Trainer, Sydney Academy of Management, Head of the Corporate training center"M-Style" (2002-2010), business coach and consultant of the training company "Zolotoy Pegas".

Sergey Alekseevich Vasiliev , Graduate of the Open School of Business, British Open University, Director of Human Resources foreign companies in Russia "Gillette", "SCA Hygiene Products", "Elopak" (1992-2013), HR consultant.

Yulia Lvovna Gradova , a certified business coach of the Sydney Academy of Management, head of the personnel development and training department of MT Group (2005-2011), director of the International Institute for Developmental Transactional Analysis, employee of the consulting companies Berner & Stafford and Professional Manager.

Elena Nikolaevna Derisheva , Head of the HR Administration Department of the HR Department of Gazpromneft-Khantos LLC (since 2012), Leading Specialist of the HR Department in the Personnel Assessment and Development Department of Slavneft-Megionneftegaz JSC (2006-2012), production specialist personnel management processes.

Nikolay Alexandrovich Kostitsyn , candidate economic sciences, organizational consultant, teacher of the discipline "Management" at corporate universities, employee of the business school "AMIR" (Moscow), director of the School of Personnel Development "NikoMakha".

Elena Nikolaevna Morozova , Head of the Department of Professional Training of Business Trainers of the Institute of Practical Psychology "Imaton", business trainer, member of the Interregional public organization trainers and consultants, management consultant and personnel audit, managing partner consulting company- 4 years, author and host of business seminars and trainings since 1995.

Tatiana G. Nazarova , HR Director, experience in HR service in various positions since 2003 (“Furniture Empire” company, “21st century”), PMP (certified project management professional), member international organization"Project Management Institute" (PMI), certified trainer of the international Rethyming program (team building).

Irina Yurievna Khitrina , Ph.D. in Psychology, Associate Professor, employee of the Department of Management and Modeling in Social and Economic Systems of St. ...

In the curriculum of the program “Human Resource Management. Professional training of HR specialists "" includes the following educational and practical seminars, trainings, workshops, webinars and lectures:

I Block. Strategic aspects of personnel management:

• Organizational and conceptual issues of personnel management (organizational structure of an enterprise, stages of company development, personnel management at different stages of development, strategic planning of personnel, etc.)
• Personnel service management (service structure, performance indicators, distribution of functions, job competencies).
• HR as a business partner (the impact of an HR specialist on business results, the dependence of the HR service's motivation on business results, consulting top officials, the self-sufficiency of the HR department).
• Fundamentals of HR administration (implementation of HR processes in accordance with the Labor Code of the Russian Federation, the conclusion of employment contracts with different categories of workers, a probationary period as a useful management tool, certification in accordance with the Labor Code of the Russian Federation, dismissal without judicial risks).

II Block. Main technologies of personnel management:

• Recruiting (sources of recruiting personnel, resume analysis, types and algorithms of interviews, primary and secondary selection, methods of in-depth research, probation as the last stage of selection).
• Personnel adaptation (trial period and adaptation period, stages and adaptation tools, development of programs and assessment of adaptation results).
• Building a mentoring system (mentoring goals, recruiting, training and motivating mentors, evaluating the effectiveness of the mentoring system).
• Talent pool management (a tribute to fashion or necessity? Who are high-potential employees? A talent pool, taking into account the specifics of the business, risks and limitations when creating a talent pool, performance criteria, career development as a way to retain valuable employees).
• Material motivation (monitoring the salary market, salary systems, salary structure, salary and allowances, benefits and social package, monitoring staff satisfaction).
• Non-material motivation (types of non-material motivation, identification of demotivation factors, selection of adequate incentives, training managers to manage non-material motivation of personnel).
• Personnel training and development (planning and budgeting of training, identification of training needs, selection of optimal forms and methods, assessment of the effectiveness of the training system).
• Personnel assessment (personnel assessment technologies: 360 degrees, assessment by goals, assessment, etc.; work algorithms, reliability and validity of methods, ways to increase the objectivity of assessment, conclusion based on the assessment results, development of individual development plans).
• Organizational culture management (structure and types of organizational culture, culture and ideology, ways to change organizational culture).
• Communication management and corporate PR (business document flow, conflict resolution, holding meetings, strengthening horizontal ties between departments, corporate media).
• Release of personnel (policy of layoffs, reasons for dismissal, methods of releasing personnel, options for an exit interview, confidentiality agreement, dismissal statistics).