economypromЭкономика промышленности / Russian Journal of Industrial EconomicsRussian Journal of Industrial Economics2072-16332413-662XMISIS10.17073/2072-1633-2025-1-1408economyprom-1408Research ArticleУправление трудовыми ресурсамиHuman resources managementНовые формы интеграции вуза с работодателями в условиях кадрового дефицита в регионеNew forms of integration between universities and employers in the context of staff shortage in the regionСысоеваЕ. А.SysoevaE. A.

Елена Александровна Сысоева – канд. экон. наук, доцент кафедры экономики, управления и аудита

305040, Курск, ул. 50 лет Октября, д. 94

Elena A. Sysoeva – PhD (Econ.), Associate Professor of the Department of Economics, Management and Audit

94 50 let Oktyabrya Str., Kursk 305040

alpeevae@yandex.ruМальцеваИ. Ф.MaltsevaI. F.

Ирина Федоровна Мальцева – канд. экон. наук, доцент кафедры региональной экономики и менеджмента

305040, Курск, ул. 50 лет Октября, д. 94

Irina F. Maltseva – PhD (Econ.), Associate Professor of the Department of Economics, and Management

94 50 let Oktyabrya Str., Kursk 305040

irina-fedorovna@inbox.ruШевцовН. А.ShevtsovN. A.

Никита Анатольевич Шевцов – канд. экон. наук, доцент кафедры экономики, управления и аудита

305040, Курск, ул. 50 лет Октября, д. 94

Nikita A. Shevtsov – PhD (Econ.), Associate Professor of the Department of Economics, Management and Audit

94 50 let Oktyabrya Str., Kursk 305040

eng15@mail.ruЮго-Западный государственный университетРоссияSouthwest State UniversityRussian Federation202526022025181149161Copyright © Сысоева Е.А., Мальцева И.Ф., Шевцов Н.А., 20252025Сысоева Е.А., Мальцева И.Ф., Шевцов Н.А.Sysoeva E.A., Maltseva I.F., Shevtsov N.A.Данная работа распространяется под лицензией Creative Commons Attribution 4.0.This work is licensed under a Creative Commons Attribution 4.0 License.https://ecoprom.misis.ru/jour/article/view/1408

Кадровый дефицит становится все более острым. В ряде регионов количество открытых вакансий в разы превышает количество поданных резюме от соискателей. Все это обусловливает необходимость для организации проведения системной работы в сфере трудоустройства и занятости. Становится очевидной необходимость средне- и долгосрочного планирования кадровой потребности в региональном и отраслевом разрезе. Пока в России только отрабатываются единые подходы по формированию прогноза потребности рынка труда в квалифицированных специалистах и рабочих кадрах. Создание единой методики построения прогноза позволит снизить дисбаланс рынка труда в будущем, более обоснованно формировать контрольные цифры приема на те или иные специальности. Работа со студентами и молодыми специалистами в условиях кадрового дефицита побуждает и предприятия искать новые формы взаимодействия с вузами. В статье представлена разработанная авторами классификация существующих форм сотрудничества работодателя с вузом в сфере трудоустройства. Выделены три группы: регламентированные формы (дуальная магистратура, целевое обучение и т.д.), нерегламентированные формы (виртуальные стажировки, экскурсии, кейс-задачи, проектно-аналитические сессии и т.д.) и платформы, направленные на содействие трудоустройству и занятости. Раскрыты особенности каждой из представленных групп и приведены результаты опроса по теме трудоустройства, проведенного авторами среди работодателей, рассмотрено влияние искусственного интеллекта на рынок труда.

The staff shortage is becoming increasingly acute. In some regions, the number of open vacancies is several times higher than the amount of submitted resumes from applicants. All this makes it necessary to organize system work in the sphere of employment. Obviously, it is essential to ensure medium- and long-term planning of the staffing requirement in the regional and sectoral context. Currently, Russian experts are only working out unified approaches to making forecasts of the labor market needs for qualified specialists and workers. Development of a unified method of forecasting will make it possible to reduce labour market disbalance in the future, to generate admission control figures for certain specializations more reasonably. Interaction with students and young specialists in the context of staff shortage makes companies search for new forms of cooperation with higher educational institutions. The authors of the article present their own classification of the existing forms of employeruniversity cooperation in the sphere of employment. Three groups are identified as regular forms (dual Master’s degree, targeted training, etc.), irregular forms (virtual internships, field trips, case studies, design and analysis sessions, etc.) and platforms aimed at facilitation of employment. The authors reveal the peculiar features of each presented group and adduce the results of a survey on the topic of employment conducted among the employers, they also study the impact of the artificial intelligence on the labour market.

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The authors declare that there are no conflicts of interest present.