Social Mechanisms of Competency Models Misalignment in the “University — Employer” System in Russian Federation

Abstract

The relevance of this study is rooted in the persistent and systemic gap between the competencies possessed by university graduates and the actual requirements of the modern labour market. This misalignment diminishes the effectiveness of human resource management, creating challenges for both national economic development and the operational efficiency of individual organizations. The aim of this article is to identify and conduct a detailed analysis of the fundamental social mechanisms that generate and perpetuate the disconnect between competency models within the systems of higher education and corporate management. The research methodology is based on a comparative institutional analysis, examining the practices of forming, categorizing, and evaluating competencies in these two distinct spheres. The study establishes that the observed misalignment is systematically reproduced through three key mechanisms: divergent institutional isomorphisms (specifically, normative isomorphism in education versus competitive isomorphism in business); a fundamental conflict in how the goals and content of education are interpreted by different stakeholders; a profound asymmetry in the assessment practices used to measure competencies. The conclusions allow stating that bridging this gap in the Russian Federation requires a strategic shift in focus: rather than pursuing a simple unification of standards, the solution lies in the active management of the identified social mechanisms. This can be achieved through the deliberate development and integration of existing tools for competency design and evaluation, fostering a more coherent and responsive interface between the educational system and the economy.