O.O. Dobrenko EFFECT OF UKRAINE ACTING QUALIFICATIONS FOR PROFESSIONAL LABOR MARKET Summary. The article deals with the modern system of education and implementation of competence-based approach for young workers. It was found that no proper educational infrastructure for the organization and implementation of lifelong learning and its obsolescence; low participation of employers in shaping education in professions and trades. The necessity of strengthening the role of staff training in enterprises in the course of their employment. Key words: competence, competence, competence approach, continuity of education, vocational training. Formulation of the problem. In today's environment to the forefront the problems associated with the establishment of the correspondence between the development of production and services and the requirements of employers to the quality of the workforce; modernization of higher and professional education; ensure their relationship with the development of professional labor market; consistency between systems of vocational qualifications, higher and postgraduate education; professional standards, improving the state educational standards, bringing them in line with international requirements. Effectively address these problems through the establishment of a national system of qualifications that will provide expanded reproduction of skilled labor. The purpose of the article - The modern system of education and implementation of competence-based approach in relation to young workers, and find out why no proper educational infrastructure for the organization and implementation of lifelong learning and the low participation of employers in shaping education in professions and trades. The main material. Implementation of national qualifications frameworks in the world started at the end of the last century, found its continuation in Copenhagens and the Bologna process, decisions of the European Commission and working in different countries of the European Union. These and other decisions of the European institutions launched a need for a national qualifications frameworks. Ukraine is one of the countries that joined in the development and improvement of the qualifications. But the realization of this problem requires solving a number of problems associated with dramatic changes in the legislation on education and work; development of an appropriate institutional arrangements; significant changes in the existing classifications and standards; creation of effective mechanisms for forecasting needs of professional labor market in their respective professions, qualifications and competence. Despite the fact that the current system of qualifications in Ukraine to some extent based on international experience, yet it due to reasons of different nature poorly adapted to international requirements. In addition, it does not meet the domestic labor market, because behind the development of many sectors of the economy, including its priority areas. This creates a number of problems associated with the formation, distribution and use of labor, including low competitiveness of graduates of vocational and higher education in the professional labor market mismatch level training needs of employers, an excess of certain professions and specialties and other deficiency in professional labor market. One of the main problems existing in Ukraine qualifications to the most important are: 1. Lack of market qualifications. The current education system continues to be based on obtaining diplomas, which are based on mandatory student mastery (student) necessary knowledge for a specific list of subjects. The main additional documents Diploma is a certificate that the completeness of study corroborates knowledge disciplines largely common to all sectors of economic activity content. As a modern professional labor market places new demands on job seekers (the ability to act in unpredictable situations, decision-making, critical thinking, commitment to professional development, teamwork, cooperation, etc.), the companies need creative workers ready to respond quickly to change. That is the current needs of employers formed not only from the perspective of knowledge that have the property of becoming more and more obsolete as the ability to achieve high production yields by their competencies and skills. Now to the national system of qualifications raises the question of a change of emphasis in getting credentials. Instead of the present market it is advisable to introduce market certificates of qualifications based on competence, or more accurately on competence. Moreover, there are several options competency characteristics (competence, competency), suggesting that this approach covers a lot of personal settings (motives, identity, ability, etc.) to identify and evaluate possible that only later, as is a person . Application of the competency approach requires the introduction of modular forms of educational process, that gradually separate areas of study in education, in industrial or organizational activities that must end with the receipt of the document. In the present study national practice so far these approaches have just started to use. Based on this, the introduction of competence-based approach for young worker has formed, starting with training in vocational schools. Therefore it is important to organize the active support career aspirations of graduates and create career competence on the part of organizations - employers and by universities. This higher education institution must assume a social responsibility for the successful launch professional way young professionals. To this end, universities should conduct market research work in the educational market, flexibility to rebuild the main areas of training, ie high school must take an active part in the management of its graduates for career advancement. Improving the effectiveness of promoting employment graduates of local universities requires an adequate mechanism for the formation of the system of higher education institutions to promote employment of graduates, establishment of centers promoting employment graduates association centers promoting employment graduates Ukraine. In managing the career of young professionals should be involved and employers: from the most active and successful senior students they can form a kind of "talent pool" for their organizations, preparing future graduates to specific professional activities with: in association with an educational institution composed job practical; order to perform the thesis that has real practical value for a particular production or activity of the market; organization of training in the workplace; funding targeted training of future specialists . 2. Miss system of continuous vocational training. The country with developed market economies face the task of forming scientific and technological capacity, adequate challenges of global technological development, on which it is able to raise their quality of life, national security and high economic growth. All this confirms the necessity of training in innovation and professional education. This innovative system of education should be seen not as an end in itself but as an effective tool saturation economy highly qualified personnel. One of the mechanisms for achieving these goals is the development of lifelong learning. His undoubted advantage is that such education makes labor more productive each person; highly qualified staff have increased ability to perceive and use in practice of new scientific ideas, technical means and methods of production and management, which means they not only work more efficiently, using more sophisticated means of labor, but also better disposes resources. Thus, continuous education serves as a necessary element as one of the factors accelerating NTP and increase social productivity of labor, the formation of a knowledge economy countries. In other words, the benefits of lifelong learning are obvious. However, in Ukraine the development of vocational training in manufacturing has significant features in comparison with developed market economies. Thus, the decline in GDP in the 1990-1999 biennium., The growth of hidden and open unemployment in Ukraine negatively affect the quality of labor potential. Number of employees who have been trained in the production of new professions for years 1985-1999. Decreased from 1265 thousand. Persons in 1985 to 278.3 thousand. Persons in 1999, or almost 4.5 times. Termination of the economic crisis in 2000 and the first signs of recovery to stable economic growth interrupted this negative trend. Real GDP growth in the 2000-2008 biennium. Largely caused some increase in professional training organizations. Meanwhile, training of personnel for this period became one of the most important factors to increase productivity, ensure producing globally competitive products and services, integration into the world economic community. Despite the fact that from 2000 to 2007 there was a tendency for an increase in training in the workplace, the situation in recent years has not changed significantly for the better. For example, in Ukraine in 2007 the proportion of persons undergoing vocational training in the workplace, accounting for the total number of full-time workers was only 11.9%. Compared to 2000 this indicator in 2007 increased by only 3.2 percentage points. However, in countries with developed market economies professional training each year covered by the majority of employees. Stagnation professional training in manufacturing was one of the reasons why the Ukraine in 2008-2010. Felt so keenly the effects of the global financial and economic crisis, as this helped to maintain stagnation of obsolete equipment and technology base in domestic enterprises, hampered the development of the national innovation systems. The said crisis also had a negative impact on the development of vocational education. For example, in Ukraine the number of employees who received training in PTZO from 2001 to 2007 had a stable trend in the increase, but since 2008, a decrease of this category of workers. In 2010 compared to 2008 decreased by 21.6 thousand. Persons and was only 48.3 thousand. Persons or 28.2% of the total number of persons who received training in 2010 (172 004 people) [2n, p 204]. The structure of the total number of people who have passed vocational training by type of training in 2001-2010 years. Has undergone significant changes. For example, in 2010 in most training took place through training, representing 85.2% of the total number of persons who received training compared to 21.2% in 2001. Important type of learning "retraining", it can be stated as decline. This suggests that this process is holding back innovation economy, where more and more need retrain experts in connection with the introduction of new tech. Nicky and technology. This fact affected the formation of professional labor market (Fig. 1). 100,0 21,2 27,6 improve skills 33,8 80,0 38,6 54,0 60,3 68,4 79,3 60,0 76,7 85,2 retrained 55,2 49,8 44,3 42,5 40,0 31,5 27,3 22,2 20,0 23,6 22,6 studied for the first time 14,3 21,9 18,9 14,5 16,3 11,5 12,4 9,4 6,4 7,0 2008 2009 3,3 0,0 2001 2002 2003 2004 2005 2006 2007 2010 Figure. 1 Structure of the number of people who have been training in 2001 2010 (by training) Source: compiled by the author according to the Statistical Yearbook of Ukraine. Ukraine has a number of limiting factors for the implementation of continuous professional learning arising from the current financial and economic crisis and the implementation of training deficiencies. These should include. Lack of prerequisites for professional training, meaning small rate of innovation implementations in the areas of economic activity, low focus on improving the country's economy research intensity, slow-developing high-tech economy. Lack of proper training and technical basis for the organization and implementation of lifelong learning (Postgraduate Institute, training centers, courses re-training, vocational schools, colleges and technical schools), its obsolescence. Removal from the problems of the state system of continuous training, lack of financial support for this study from the state. Enterprises engaged in continuous learning, usually at their own expense, which does not encourage employers and employed adult population study in progress. Specific mentality of some segments of the population to the effect that the diploma in vocational schools or universities enough to ensure a decent work and earnings for life. 3. Low participation of employers in shaping education in professions and trades. According to the research scientists, is cooperation with many business schools is minimized because the business ceases to believe in the current system of vocational education, which is not ready for effective collaboration, since it does not create the institutional environment for business and seek new forms of interaction with him. Employers have little effect on the formation of criteria for the quality of training. For this reason, in terms of traditional business education is ineffective. For example, in 2005 two-thirds of companies refused to cooperate with universities . Key unresolved issues that impede raise the level of cooperation between employers and educational institutions in training staff in professions and specialties affect their optimality and meeting the needs of the professional labor market, are as follows: - Decline training system (Manufacturing Practice) students and students in business and the need to restore it. Moreover, the effectiveness of these measures will be important if production practices covered as students who study at the expense of the state budget, and with their own funds and funds of legal entities; - Lack of understanding of the necessity of joint participation between employers and educational institutions in the evaluation of educational programs and teaching methods; - No practice representative schools in the admission committees of workers to work for the company; - Essential to increase cooperation should measures of financial support as schools and businesses with professional training. In particular, it is necessary to raise the question more sharply to the relevant central executive bodies of expediency support enterprises that cooperate with educational institutions. This issue was raised repeatedly at the concerned ministries and agencies, but it is not brought to its logical conclusion. In addition, there is a need to raise the question of whether entities providing scholarships to students who are actively collaborating with companies in which employers have an interest. Some of these measures apply foreign companies . For us it is a positive experience. And most importantly, that ex 4 The need to strengthen the role of staff training in enterprises in the course of their employment. Now in the formation of the national qualifications framework focuses on the development of education through schools, while the role of training employees of companies not significantly estimated. The main problems that hinder is to increase the efficacy of vocational training in enterprises in the workplace employees are: - Not fully resolved the issue of the legal framework reproduction of skilled labor enterprises, institutions and organizations that would meet the needs of professional labor market. Yes, has not been approved by the Verkhovna Rada of Ukraine of the draft Law of Ukraine "On the professional development of employees", which aims to solve the issue of formation of scope of vocational training in professions and specialties, they are meeting the needs of the professional labor market, increasing the rise as workforce issues funding for this sector, and other issues; - Lack of interest of employers to invest in training workers in enterprises because the mechanism does not work its promotion in the form of reduced taxes training employees at the expense of the organization; - Unresolved issues regarding the use of certain sanctions for employees who were trained at the expense of businesses and not practiced some time for the company after graduation, which leads to inefficient spending entities to study the structure and reduce the quality of employees; - Limited percentage deductions from the wage fund, which is aimed at training personnel. These expenses deductible expenses amounting to only 3.0% of the wage fund of the reporting period, forcing employers, especially successful incumbents with large human resources and scientific and technological advances to apply transparent scheme to increase the amount of training; - Stacking licenses for training in careers and occupations that are highly specialized and necessary for the enterprise; - The lack of an effective system for evaluating the quality of training at the institutional level. This issue is extremely important because the current system of evaluation staff training when staff of the institution, teachers or masters of industrial training, engaged in the learning process themselves and appreciate its quality, too old. So now without an effective system for evaluating the quality of training is difficult to solve the issue of increasing the efficiency of the teaching staff in schools or vocational training in enterprises. In Ukraine in the framework of the Bologna process in 2008 decided to start the formation and development of skills. In July of that year, developed a plan of activities. These primarily include the drafting of the concept of national qualifications framework and the draft Law of Ukraine "On the National Qualifications Framework", in which considerable attention is paid to issues of teaching quality evaluation system. But these instruments need further development, including research, the roles of assessing the quality of education in the national qualification system and its impact on the balance between supply and demand in the market of educational services and professional labor market. The said draft Concept anticipated that the implementation of its provisions will be phased in during 2008-2012 according to the Cabinet of Ministers of Ukraine approved the action plan. However, the Government of Ukraine approved the said action plan, so that was not improved current regulatory framework has not been implemented structural changes in the system of vocational education and training is undertaken in full efforts to reform higher education according to the Bologna process. Therefore, the proposed project Concept requires substantial revision. Reforming the National Qualifications affects not only education, but also the world of work and production, services and interests of employers and employees. Therefore, the development and implementation of the National Qualifications Framework should be based on deeper conceptual basis. Conclusions. In today's environment to the forefront the problems associated with the establishment of the correspondence between the development of production and services and the requirements of employers to the quality of the workforce; modernization of higher and professional education; ensure their relationship with the development of professional labor market; consistency between systems of vocational qualifications, higher and postgraduate education; professional standards, improving the state educational standards, bringing them in line with international requirements. Effectively address these problems through the establishment of national qualification system that will provide expanded reproduction of skilled labor. Before the national system of qualifications raises the question of a change of emphasis in getting credentials. Instead of the present market it is advisable to introduce market certificates of qualifications based on competence or more accurately on competence. Application of the competency approach requires the introduction of modular forms of educational process, that gradually separate areas of study in education, in industrial or organizational activities that must end with the receipt of the document. In the present study national practice until such approaches are not available. There is the removal of the state from the problems of development of lifelong learning; enterprises carry out continuous training, usually at their own expense, which does not encourage employers and employed adult population study in progress. We need more urgently to question the relevant central executive bodies of expediency support enterprises that cooperate with educational institutions. This issue was raised repeatedly at the concerned ministries and agencies, but it is not brought to its logical conclusion. In addition, there is a need to raise the question of whether entities providing scholarships to students who are actively collaborating with companies in which employers have an interest.cept for financial matters), does not require much effort. Literature 1. Кейнс Дж. Общая теорія занятости, процента и денег / Дж. Кейнс // Антология экономической мысли. – Т.2. – М. : Эконов-Ключ, 1993. – С. 111, 137, 141, 336, 337, 341, 429. 2. Общая теорія занятости, процента и денег : Классика экономической мысли : Сочинения. / [Петти В., Смит А., Рикардо Д., Кейнс Дж., Фридмен М.]. – М. : ЭКСМО-Пресс, 2000. – С. 480-786. 3. Розпорядження Кабінету Міністрів України «Про розроблення Концепції Загальнодержавної цільової соціальної програми забезпечення і розвитку трудового потенціалу України на період до 2017 року» від 22 липня 2009 р. № 851-р // Урядовий кур’єр. Орієнтир. – 2009. - № 140. - С. 17-18.