Мethods of continuous professional development of enterprise personnel

Abstract

It has been established that at enterprises personnel training provides for primary vocational training, retraining or advanced training of workers and specialists with higher education. Staff training increases the level of competitiveness of workers in the labor market. This is due to the acquisition of new skills, knowledge and competencies or the acquisition of new specialties or professions in the process of professional development, which can expand career planning opportunities in the organization and beyond. Even if an employee is fired from the company or leaves voluntarily, a well-trained employee can quickly find a job or start his own business, or help find someone else. The author's own definition of the essence of the concept of «professional development of an employee» is provided, and characteristics of the main directions of vocational training and professional development are provided. The determinants that allow assessing the need of employees for training are investigated. The directions of intra-organizational training of personnel of enterprises, which is carried out by highly qualified engineering and technical workers, specialists and managers of different levels, are determined. The stages of continuous learning with a focused approach, which have a cyclical character, are characterized. Characteristics of a number of methods currently used in enterprises have been provided, including traditional methods, distance learning, open and modular. It is substantiated that in recent years the professional development of employees of enterprises remains unsatisfactory at most enterprises. The expediency of developing an integrated approach to the organization of the system of material incentives for professional development of employees of enterprises is proved.