Contents:
Full title: "Corporate Transformations. Ways to Improve Business Efficiency through Employee Development."
Publishing company: Bookwings.
Year of publication: 2025.
A recent labor market analysis conducted by HeadHunter demonstrated that in 2025, the shortage of personnel will continue to be one of the main problems for employers in Russia. Experts emphasize that in this regard, organizations need to allocate additional resources to finding and attracting specialists with the necessary skills. Strengthening the HR brand and retaining current employees are becoming more important tasks.
In today's realities, it is crucial for companies to master the art of interacting with people. This implies the ability not only to find and motivate specialists, but also to retain them and develop their potential. As a result, highly effective teams are formed based on these efforts. This opinion is expressed by Konstantin Borisov, founder and CEO of the consulting firm Support Partners, and Alexey Borisov, who heads the Corporate Education practice at the same company.
In their book "Corporate Transformation," Konstantin and Alexey share their knowledge on how companies of various sizes can create an effective employee training and development system that is capable of responding to modern challenges.
In the first chapter, the authors describe the current difficulties faced by organizations in the labor market. They analyze, in their opinion, ineffective methods for solving these problems and emphasize the importance of implementing a corporate training system. The subsequent sections of the book examine the basic principles regarding the evolution of approaches to personnel training and development. They also discuss common myths in this area, as well as current global trends in training and development that will be important in the coming years. The authors question whether Russian companies should take these trends into account.
The next theoretical chapter examines corporate culture and the influence of leadership on employee development. The authors identify four types of corporate culture: family, administrative, innovative, and market. The main idea is that when developing a training system, it is important to consider the type of culture inherent to a given company, as this can significantly impact its effectiveness and sustainability.
At the beginning of the discussion of creating an educational system, the authors present the concept of the "Traffic Light of Managerial Maturity." This model classifies organizations into three groups, associated with the red, yellow, and green colors of a traffic light, depending on the degree of awareness and responsibility with which they approach human resource management.
The book describes the personnel management process as a sequence of six steps.
- recruitment and attraction of employees;
- onboarding;
- performance management;
- career planning.
- training and development;
- engagement level management.
Next, the authors describe how each of the stages is implemented (or not implemented) at different levels of managerial maturity, and also consider the role of the training system in this process. For example, to improve the effectiveness of the recruitment and attraction stage, it is advisable to train managers in methods of assessing candidates during interviews, and recruiters - in complex expert selection techniques. In addition, organizing open educational events, such as conferences, seminars, and exhibitions, can also significantly enrich companies.
The next chapter discusses various approaches to employee training and development, focusing on practical application and an individual approach. A separate chapter discusses the implementation of peer-to-peer learning methods, including elements such as mentoring and coaching. The book concludes with a section on choosing educational events taking into account a company's stage of development and its HR strategy.
This material will be useful for managers at various levels, as well as for training and development specialists such as T&D and L&D.
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- Over the past ten years, there have been significant changes in the technologies and formats used for corporate training. First and foremost, the development of digital platforms has made training more accessible and flexible. Online courses and webinars have become commonplace, allowing employees to learn at their own pace and in a comfortable environment.
Furthermore, the introduction of mobile technologies has made it possible to learn on the go using smartphones and tablets. This has expanded the audience and reached employees who were previously unable to participate in traditional training.
Also worth noting is the growing popularity of new learning methods, such as microlearning, which involves imparting knowledge in short, understandable formats. This helps improve material retention and increases employee motivation.
Additionally, the use of virtual and augmented reality technologies in training has become more widespread. These technologies make it possible to create immersive experiences that make learning more interactive and engaging.
In general, changes in corporate training over the past decade are associated with a transition to more flexible, accessible, and innovative methods, which, in turn, significantly increased training effectiveness and employee engagement.
- Six conclusions from an analysis of the state of corporate training in Russia.
- Artificial intelligence and the participation of Generation Z: the main directions for the development of corporate training in Russia by 2025.
- The COM-B model: how to determine what changes need to be made in employee behavior, and whether training will be effective.