【正文】 rofessional education are genuine. The requirement that a person have a diploma certifying a professional education to be hired is purely formal. Having a certificate that attests to a professional education does not serve as a tool for evaluating the quality of a worker’s professional skills. At the present time, however, the employer does not seem to have need of any other criteria to rate the quality of the education that might be provided by the system of professional education. Enterprise managers are a great deal more interested in the amount of work experience that has been accumulated, and, moreover, specifically in the form of entries in the person’s work booklet—also a kind of conventional, formally established certificate, just one more reference. Briefly, any signals that are external with respect to the employer, concerning the level and quality of the worker’s training, are of interest to the employer only in the form of references, which in and of themselves do not say much, but the more there are, the better. How else to account for what the employer places a value on, when a hired employee may submit not just one but two or more certificates attesting to a professional education (., two diplomas certifying a higher education, certiicates attesting to attendance at some special courses, and other certificates), if he is not that interested in what was taught there? And so, one more important characteristic of an employer’s attitude toward employees is this: the mass employer does not show special selectivity when it es to recruiting cadres. Nor is there so far a sense of need for any system of differentiated discernment of the quality of hired labor among most employers. An employer does not think of any other way except to hire ―some guy, sight unseen, who has a diploma‖ since he assumes that the only way to reliably determine whether the worker is it to be employed in his enterprise is by way of inhouse evaluation in the process of the work, which includes a necessary stage of initial supplementary training. It is only fair to suggest that most employers are convinced that the need for newly hired workers to undergo additional training is virtually total, and this reflects the fact that when they hire workers they do not have any tool to make an a priori assessment of their quality, which is why employers must always anticipate a period of adaptation, which they call the period of supplementary training, during which the newly hired worker acquires the skills necessary for the specific job, and the employer rates the worker’s professional qualities. And so, what the mass employer calls a mandatory period of supplementary training of a newly hired worker is, essentially, a period that is necessary for the employer to make an inhouse personal assessment of the qualities of the worker, which takes the place of any missing institutional signs of the quality of the worker’s professional training. And so, most employers think that newly hired workers need supplementary training, and the number of those who hold that opinion is not growing smaller. In this regard, howe