FORMATION OF TНE CORPORATE TRAINING SYSTEM: EXPERIENCE OF OIL AND GAS COMPANIES
In the context of strengthening the role of the innovation factor of economic growth of Russian companies, the requirements to the qualitative characteristics of personnel and to its professional qualification level are increased.At the same time, the qualification of the personnel must correspond not only to the production tasks, but also to take into account the specific requirements for the competencies specific to the particular company. In this regard, large companies create corporate training systems, the opera- tion of which is aimed at providing the necessary level of staff skills and the formation of the necessary corporate competencies.The article defines the urgency of building a corporate training system for personnel, provides theoretical foundations for the concepts of «corporate training» and «corporate training system». In the article, the authors propose a grouping of factors (functional-managerial, intra-organiza- tional and external) that affect the formation of the corporate training system. Functional and managerial factors reflect the company's personnel policy, established rules for working with personnel; intra-organizational reflect the internal environment of the company and its impact on the formation and functioning of the corporate training system. External factors arise in the envi-ronment and directly or indirectly affect the training and development of personnel.The presented author's model of the corporate training system includes target groups of the company's personnel, types, forms and location of personnel training, as well as providing busi- ness processes. Based on the presented model, the article compares the experience in the forma- tion and functioning of corporate training systems for the largest Russian oil and gas companies (Transneft, Gazprom, Rosneft, LUKОIL, Tatneft and Surgutneftegaz).As a result of the comparison of Russian oil and gas companies, the main trends in the forma- tion and development of corporate training systems have been identified: a competence approach to the formation of training programs, the creation of a network of corporate educational organiza- tions (including internal universities), the active application of distance learning and the develop- ment of internal training such as internships, mentoring, technical training.