G. I. Malyshenko
Omsk Humanitarian Academy, Omsk, Russian Federation
HR strategies for in-house training in self-learning organizations
Abstract. The article is devoted to the problem of the emergence of self-learning organizations in Russia in connection with similar processes abroad in order to increase the efficiency of production and maintain the competitiveness of domestic enterprises in the market, to identify personnel strategies for on-the-job training in-house. The purpose of the article is to identify the main stages of formation and the main concepts of self-learning organizations, characterized by the presence of the latest knowledge as the basis of the personnel strategy for the growth of professional skills and organizational culture of highly qualified specialists. The methodological basis of this publication is a systematic approach that allows us to study the educational process on the job in relation to professional culture as a set of acquired knowledge, skills and functional responsibilities of personnel approved by the management of the enterprise (A. I. Kochergina); theoretical approaches to creating an extra-educational environment for the formation of a professional culture with human labor, active transformative activities and professional affiliation (A. A. Derkach, A. V. Ponedelkov, V. K. Belolipetsky, M. Vasilisov). E., Antonov V. G., Samosudov M. V.); fundamentals of the development of theoretical materials for the implementation of various corporate training programs by action in practice with the simultaneous solution of production organization problems (O. L. Chulanova, Ya. A. Timchenko, A. V. Denisova, V. P. Dudyashova, N. A. Nesterova); universal ethical requirements and norms of professional education management (V. G. Ignatov). The selection of criteria for evaluating organizational and managerial innovations is based on the study of the scientific works of D. V. Sokolov, E. I. Yurkan, A. B. Titov, M. N. Chechurin, M. E. Vasilisov, V. G. Antonov, M. V. Samosudov, as well as the experience of colleagues involved in the development and implementation of educational and methodological materials in practice (D. G. Zerkin, O. N. Kiseleva, E. S. Pokrovskaya, M. N. Chechurin and others). Results consist in identifying the distinctive features between students and self-learning organizations, modern technologies and tools for professional improvement of employees, the formation of intellectual models and collective reasoning. The article examines the problem of ensuring the competitiveness of self-learning organizations, taking into account the functional orientation, specifics of activities and information support in the conditions of intellectualization of the modern economic system. A self-learning organization acts as a production association of professionals-specialists who strive to implement the strategic goal of improving the labor activity of personnel. The growth of professional knowledge and skills of the production team is also caused by the need to introduce innovative technologies into the modern economy.
Keywords: self-learning organization, personal development, intellectual models, integration of training, technological innovations, strategy, knowledge economy, enterprise competitiveness, personnel strategy.
Paper submitted: December 22, 2020.
For citation: Malyshenko G. I. (2020). HR strategies for in-house training in self-learning organizations. The Science of Person: Humanitarian Researches, vol. 15, no. 2, pp. 227–237. DOI: 10. 17238/issn1998-5320.2021.15.2.28.
