Abstract
the
Master’s Qualification Work
«Organisation of the Personnel Professional Training at the
Enterprise»
Introduction
Personnel
development is essential to the operation of any enterprise. This is
especially true today, when the acceleration of scientific and
technological progress greatly accelerates the process of obsolescence
of professional knowledge, skills and abilities. Therefore the
organization of professional training has become one of the main
functions of personnel Management Company.
A
theme urgency. Training is the most important tool for
achieving strategic goals of the enterprise’s Success to the
implementation of the most important strategic objectives of the
enterprise depends largely on the extent to which staff is aware of the
contents of the strategic objectives and how it is prepared to work to
achieve them. The need for rapid changes in the structure and
management principles, improving the organization's ability to survive
in a competitive environment is forcing executives more and more
businesses move from short-term plan, which was appropriate in the face
of uncertainty in economic conditions in Ukraine in the 90th years of
the twentieth century, to bring about lasting enterprise development
strategies. Implementing these strategies requires a higher level of
training, both managers and ordinary staff. Education for all
categories of workers is intended to facilitate the successful
achievement of long-term and short-term goals of the enterprise.
Training of
personnel is the major route for vocational education. Working in the
company, the employee must constantly improve their education, learning
the theoretical part of the profession and acquire practical skills.
Through the course develops the working potential of staff.
Communication
of work with scientific programs, plans, themes
The
Master’s Qualification Work
done during of 2008-2010 according to the scientific direction of the
Department of «Personnel Management and Labour
Economics» Donetsk National Technical University.
The
purpose of this research
is to study national systems of professional training at the
enterprise, its types and forms, the definition of training needs,
training objectives, identify shortcomings of the system, and review
the effectiveness of training.
Idea
of work is
to study the system of professional training and opportunities for
improvement in domestic enterprises with the most efficient use.
The
objectives of the work are:
- the study of literary sources for the
development of staff;
- collecting and analyzing statistical data
on personnel training in domestic companies and overseas;
- determine the effectiveness of training
in the enterprise.
The
subject of the research
is the system of professional training.
The
object of the research
is organisation of the personnel professional training at the
enterprise.
Methods
of researches –
economic and statistical analysis, the study of legal and regulatory
framework, the study of monographic publications and articles,
analytical method, a systematic approach and prognosis.
Scientific
novelty of the work
lies in the fact that it analyzed the direction of staff training on
domestic enterprises and found the method to determine the
effectiveness of the impact of training in the enterprise.
The
practical significance of
the work is to study the system of professional
training and opportunities for improvement in domestic enterprises.
Research
Summary
The system of
professional development of staff at the company aimed at bringing the
skills of workers in conformity with the requirements of production,
the optimum satisfaction of personal interests of employees associated
with self-actualization, improving the efficiency of their work,
thereby ensuring the competitiveness of goods (works, services). The
system includes a host:
- professional training;
- certified staff, which according to the
classification of occupations belong to the relevant professional
officer category;
- certification of personnel;
- formation of reserve managers of
enterprises, institutions and organizations.
Under the
professional instruction, refers to any activity, it is known that
being to develop and sustain core competencies of personnel needed to
perform work at the moment, or for capacity development of personnel
required to perform work in the future. More specifically, the training
- is a process of direct transfer of new skills, and (or) knowledge of
the organization. In today's organizations, vocational training is a
complex continuous process which includes several phases and can be
represented by a cyclic model, Fig. 1 [7].
Figure
1 - Cyclic
model of professional training
(Animation: volume - 34 КB; size - 600x197; number of shots - 9; number
of
repetition cycles - infinity; delay between shots - 1 s; delay between
the last and
first shot - 4 s)
The second
stage of professional development is an appraisal, which is implemented
by the order (decree) of the head, which approves the composition of
the evaluation commission, the schedule that is communicated to the
employees not later than two months to conduct evaluations.
The next stage
of professional training at the enterprise is certified personnel,
which is aimed at:
- creating an enabling environment for the
success of the enterprise, domestic and foreign markets, as well as to
participate in international economic, scientific and technical
cooperation and international trade by introducing a competitive
product or the provision of quality services through highly qualified
personnel;
- introduction of an effective system of
assessment staff to ensure its professionalism to meet the requirements
of international standards of product quality.
The main
purpose of the next stage is to build a reserve of managers in the
company, to enhance and improve the work on their selection, placement,
professional development, encouraging managerial initiative and
activity [2]. For the professional training of personnel in the
workplace apply to such types:
- initial training of workers –
is professional training of persons who have not previously had a
working career that provides a level of relevant professional
qualifications required for productive professional activities [5];
- retraining of workers – a
professional training, aimed at mastering another profession workers
who have received primary training [11];
- improving skills – this is
vocational training of employees, which makes it possible to expand and
deepen the previously obtained knowledge and skills at the level of the
existing requirements of production or service industries [11].
Professional
training is costly financial, material and labor resources. Therefore,
the formation and control of expenditure on education is an important
function of service management personnel. Three factors significantly
affect the magnitude of the budget of training: the needs of the
enterprise vocational training of personnel and financial resources,
promoting training of employees of the state.
On the basis
of determining the demand for training in the enterprise, office of
Personnel Management shall formulate specific goals for each training
program. The objectives of vocational training should be concrete and
specific, so that guidance for skills and practical skills to assess
the process and upon completion of training. The objectives of
vocational training should be clearly articulated, as in this case can
evaluate the effectiveness of staff training.
Conclusions
The system of
professional training should now be ongoing and take place throughout
the work. Enterprises should consider the costs of training as an
investment in fixed assets, which provide the most effective use of
modern technology.
Summing up the
consideration of such important issues as training, special attention
should be paid to those most important conditions, consideration of
which will enhance the return on every hryvnia, investment in training:
- Effective
training of all categories of staff is impossible without the active
support of top management.
- Prepare and
conduct training requires the fullest possible accounting of
organizational conditions that could affect its results, and determine
by increasing returns from learning.
- The more
thoroughly are identified training needs, the better the content and
form of training will be correlated with the purpose and objectives of
the enterprise.
- The
efficiency of learning is possible only if the company will keep the
questions related to the effectiveness of training their employees.
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Note
When writing
this abstract the master’s qualification work is not
completed. Date of final completion of work: December, 2010. Full text
of the work and materials on a work theme can be received from the
author or his scientific supervisor after that date.
