Building a training system for an organization’s personnel “from scratch” - free course from the Russian School of Management, training, date: December 7, 2023.

Consultant on organizational development, strategic and operational management, personnel training. Expert in setting up business processes.

MBA teacher at Russian School of Management. Organizational psychologist, expert in personnel training and development, building management teams.

Consultant, expert in the field of personnel reserve formation and personnel assessment. Certified expert of the “Leaders of Russia” competition. Co-author of the book “HR Practice”.

Corporate University
• The place of the Corporate University (CU) in the organization's development strategy.
• Corporate University, Training Center or Training Department – ​​choosing a business model for your organization. The value of CG for business. Training strategy and policy (external providers and internal trainers). Principles and indicators of CG formation.
• Stages of creation.
• Diagnosis of the current situation in the company. Goals and objectives of creating CU.
• Definitions of target groups (objects) of training. Selection of forms and methods of teaching. Selection of external providers and internal trainers. Corporate competencies as a basis for developing training needs. Development of a system of training programs, seminars and other CG training procedures.
• Determining the contribution of CG to the strategic performance of the company (evaluation of CG products, the effectiveness of mentoring of line managers, the level of knowledge and skills acquired by employees). Development of an action plan and budget for the CG. Analysis of further effectiveness of CG.
• Internal and external PR and communications in the work of CG. Influence on the strength of the company's HR brand.
• Formation of the structure, determination of the main functions.
• CG organizational structure. Main functions of the control system. Main forms of CG activity. Planning and management of the CG budget. Development and implementation of corporate training standards. Development of documents regulating the activities of CG.
• Team management.
• Head of KU. Attracting, hiring, adapting and evaluating CU employees. Motivation system for CU specialists.
• Methodological support of activities.
• Technology of formation of the methodological base of CG. Development of curriculum, training programs and materials. Distance learning. Knowledge management methods, reporting forms and methods. Employee adaptation. Introductory training. Mentoring. On-the-job training.
• Key success factors.
• Criteria and factors of training effectiveness. Contribution to the company's business results. Internal benchmarking, best-practice, mentoring. Implementation of training results in the employee’s work. Pre- and post-training support.

Introduction of a corporate culture that motivates development. Internal PR tools
• Value-based approach to managing team activities.
• Framework for corporate culture.
• Mission, values, vision of the company as a management tool.
• Corporate cultural code.
• Types of corporate cultures.
• Transformation of corporate culture through the life cycle of the organization.
• Formation of corporate culture.
• Internal PR. Tools of corporate propaganda.
• Organizational ideology.
• Assessing the effectiveness of measures to create a corporate culture
• X and Y work motivation. Evolution of approaches. Generation theory.
• 10 factors of motivational organization of work. Modern techniques.
• Kaleidoscope of management practices.

Place of assessment in the personnel development system. Assessment center. Personnel reserve
• Place of assessment in the system of training and development of personnel.
• Interrelation of the management system – motivation system – training and development system.
• Purposes of conducting personnel assessment.
• Selection of an assessment procedure depending on the purpose.
• Selection of criteria for evaluation procedures.
• Requirements for the expert group. Features of employee motivational behavior during the assessment period. Communication in assessment. Information support (PR) in the company during the assessment and work with staff resistance.
• Methods for assessing competencies.
• Competency interviews: types, strategies, attributes of a good interview. Concept of STAR example.
• 360 degree method: stages of implementation, features of developing questionnaires, interpretation of results and writing reports.
• Assessment Center (Assessment Center).
• Key principles for conducting an assessment center.
• Stages of preparation and implementation of the assessment center. A package of documents for conducting an assessment center.
• Development of an assessment center program. Types of exercises used in AC.
• Observer position and basic observation skills.
• Summing up the results of assessment procedures.
• Interpretation and use of employee assessment results in the organization. Types of assessment reports.
• Feedback on assessment results.
• Personnel development based on assessment results. Making management and personnel decisions: opportunities and risks.
• Development of an individual development plan (IDP) for an employee.
• Personnel reserve and career management.
• Basic career planning activities and types of personnel movements. Stages of assessment and selection of reservists.
• Features of the development of the personnel reserve of managers: the transition from specialist to manager. Stages of working with reserves.

Development of employee potential. Talent-management. Knowledge Management
• Principles of “Talent Management” in recruiting and selecting employees. Creating a motivational environment. Application of coaching and mentoring technology for talent development.
• Knowledge management and core competency management. Planning for the development of key competencies. Assessment of the level of intellectual capital. Relationship between human resource management strategy and knowledge management strategy. Creation of a knowledge management system based on corporate training.