ANALYSIS OF MODERN approach to building a self-learning organization based on in-house training


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Abstract

The analysis of the current demand for human resources, as reflected in various government documents aimed at the socio-economic development of the country, has shown that it is possible to identify the main indicators, positively influencing the rapid adaptation of the staff of the organization to the demands of the external environment. For this it is necessary to motivate the team by the desire to achieve the viability of the company in a competitive environment. In this context, the relations between the staff become especially important being the main form of communication that leads to achieving the goal. These relations suggest not only the ability to manage a team through the use of communication links, but also a powerful management tool that uses the constantly updated instruments of the policy and tactics of teamwork management, in which forms of communication can have both positive and negative effects. Within this approach, the relevant and important point is the formation of a self-learning organization, which is understood as a specific model, aimed at continued development and transfer of knowledge, both within the organization and outside it. In this case, a self-learning organization can be interpreted as a team of associates with a significant amount of knowledge in the professional field of activity, allowing all members of the team to generate new knowledge and make unconventional decisions that contribute to the emergence of new ideas. One of the competitive advantages of such an organization of the like-minded people is the need to continually improve their skills, career development and knowledge sharing, development of new technologies. A distinctive feature of the self-learning organization is the presence of the corporate culture. The paper gives a comprehensive analysis of the existing approaches to building a self-learning organization as an example of the educational system, and the authors suggest a concept of the integration of these approaches. The integration model allows to adapt the content of the pedagogical system to the requirements of the environment and create a mechanism to evaluate the efficiency of the key indicators of a self-learning organization. The instruments of in-house training are used as the basic component of educational management.

About the authors

Lyudmila V. Gluhova

Volga University V.N. Tatishcheva

Email: prof.glv@yandex.ru
doctor of economic sciences, professor, professor of "Organization Management". 16, Leningrad Str., Togliatti, 445667

Svetlana D. Syrotyuk

Togliatti State University

Email: sirotyk_sd@mail.ru
candidate of pedagogical sciences, associate professor, doctoral candidate. 14, Belarusian Str., Togliatti, 445020

References

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Copyright (c) 2014 Gluhova L.V., Syrotyuk S.D.

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