The practice of developing and testing an end-to-end flow model for the formation of a thrifty personality

At enterprises in the real sector of the economy, regulatory documents at various levels impose requirements for the presence of corporate, leadership, professional competencies formed at the level of experience, knowledge of the fundamentals of corporate culture, and mastery of the philosophy of lean production - from a kindergarten student to a specialist/factory worker. Currently, graduates of the secondary vocational education system do not have a sufficiently developed model of behavior as a thrifty individual, which requires time spent on retraining in the workplace. The purpose of the article: to substantiate the relevance of the development and confirm the successful testing of the end-to-end flow model for the formation of a thrifty personality. The concept of a thrifty personality, the structure of the model, criteria and performance assessment indicators, stages of the experiment, analysis of input diagnostics, and tools are described. A thrifty personality undergoes development at four levels: incompetence - development - experience - mastery. Research methods: study of regulatory documents, pedagogical design, comparison, methods of mathematical statistics. Target: achieving a level of experience of at least 80 % of students/pupils. According to the results of the initial diagnostics, an average of 11.53 % of the subjects are at the experience level. To test the model, the following activities were implemented: scenarios were developed and three process factories were conducted, the intellectual game “Secrets of Mechanical Engineering”, excursions and professional tests were carried out on the basis of an educational organization and an enterprise - a key employer. According to the results of the final diagnostics, on average, 83.87 % of students/pupils achieved the target level of experience. The flow model for the formation of a thrifty personality at the kindergarten - school - college - employer levels has been successfully tested. The practical significance of the model lies in the fact that a college graduate does not need to be retrained on the job at an enterprise. The experience of development and implementation can be replicated to other educational organizations.