Moskva, Moscow, Russian Federation
Komarno, Slovakia
Moskva, Russian Federation
The article reveals the problematic issues of the development of the training system and the personnel reserve. In the context of increasing competition in the world market of goods and services, the labor market is increasingly difficult to implement reforms in the field of education. The high need of employers for quality personnel is limited by the inadequate elaboration of the training system and the personnel reserve. Development and optimization of the training system and the personnel reserve will increase the productivity of labor and the efficiency of organizations. In this work, a two-stage sociological study was conducted for the first time, involving 100 representatives of Russian organizations of small, medium and large businesses, mainly operating in Russia, at the first stage. At the second stage, 12 experts from among domestic and foreign scientists, business representatives and faculty took part in the focus group work. The study found that the most popular in companies use such methods of training as business training, refresher courses, instruction on position. At the same time, these methods of training in 2017 showed a certain increase in the frequency of use. As new ways (forms) of training should be allocated online courses and MBA programs. The overwhelming majority of respondents positively perceive the learning process. A number of trends were identified during the study. Among them: expansion of a set of methods and methods of selection in the personnel reserve of management and work with persons enrolled in it, increasing the complexity of their application; the growth of expectations, especially in terms of comprehensive development, based on education and self-education, which are assigned to the staffing reserve of management; priority when working with the management personnel reserve from the development of hard skills towards soft skills, allowing to be successful regardless of the specifics of the activity and direction in which a person works. These and other trends will allow us to develop principles for the effective functioning of the training system and the personnel reserve and apply them competently in practice.
efficiency, personnel, training, personnel reserve, system, trends.
СОВРЕМЕННОЕ СОСТОЯНИЕ (ПОДХОДЫ)
К ФОРМИРОВАНИЮ СИСТЕМЫ ОБУЧЕНИЯ
И КАДРОВОГО РЕЗЕРВА
В современном мире все острее стоит вопрос повышения конкурентоспособности организаций. Несмотря на внедрение новых информационных технологий, инновационных прорывов в экономике, базовым элементом повышения
эффективности производства, оказания услуг являются работники — персонал организаций. Наибольшую ценность представляют высококвалифицированные специалисты, эффективные руководители, способные создавать инновационный, востребованный рынком товаров и услуг продукт. Поиском, вербовкой таких людей занимается служба управления персоналом компаний или специализированные на рекрутменте, консалтинге организации (агентства). Помимо найма, важным элементом деятельности HR-менеджеров является развитие, обучение персонала, формирование и использование кадрового резерва. Этим занимаются многие российские и зарубежные компании. Среди лидеров — HeadHunter. Деятельность этих компаний базируется на отечественных и зарубежных исследованиях, опыте, полученном в ходе развития в условиях обострения конкурентной борьбы [2; 4; 7; 11; 17]. Существенную помощь в обучении персонала, переподготовке и повышении квалификации оказывает российская система высшего образования. Однако она в очередной раз вступила в период преобразований. Актуальные проблемы реформирования высшей школы широко обсуждаются не только представителями образовательного сообщества, но и теми, кто, не имея прямого отношения к образовательной сфере, искренне переживает за судьбу российских вузов. Проблемам привлечения и деятельности преподавателей в условиях реформирования высшей школы посвящены работы ряда российских исследователей [1–3]. Противоречие, возникающее между молодыми сотрудниками (студентами) поколения Y, Z, которые активно с раннего возраста пользуются инновационными моделями и технологиями [13], социальными сетями [22], и возрастными работниками, руководителями и преподавателями поколения X, решается медленно и с осложнениями. Оптимизацией образовательного процесса, внедрением геймификации [6; 14; 15] применением тайм-менеджмента [5; 9; 10] занимаются многие отечественные и зарубежные ученые. В различной постановке и теоретических подходах изучается проблема формирования, развития и использования кадрового резерва [12; 18; 21].
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