The impact of ratings on the effectiveness of university management and training of highly qualified personnel

In the face of fierce competition in the educational services market, Russian universities are actively implementing various systems of key indicators of educational and scientific activities in an effort to take high positions in various international and national rankings. However, such an approach negatively affects both the quality of specialist training and the spiritual and moral role of the higher education system in the development of Russian society. The subject of the research is rating as a tool for strategic management of the organization and personnel management and evaluation of the effectiveness of higher education institutions. The purpose of the work is to develop proposals to reduce the use of quantitative approaches in the process of evaluating the effectiveness of higher education organizations in Russia, as well as in the personnel management system. The research methodology is based on general and special methods of scientific cognition, normative, positive and comparative types of analysis, synthesis, classification, as well as sociological research methods are used in the work. The methods of rating the activities of scientific and pedagogical staff, as well as the main performance indicators of educational institutions of higher education, which relate to discriminant methods, including methods for classifying multidimensional observations according to the principle of maximum similarity in the presence of training features in the form of ratings and ranks, are analyzed. In particular, information on the most well- known performance ratings of modern domestic and foreign universities is systematized, the main directions of their use in the practice of Russian and foreign universities are considered. The modern trend of innovation-oriented organizations and institutions is presented, which consists in abandoning rating and switching to conducting conversations between managers and performers to find sources of growth in their workplaces. As a result of the conducted research, it was concluded that it is necessary to include qualitative indicators in the evaluation systems and conduct university ratings based on open data.

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