Academic journal article Modern Journal of Language Teaching Methods

Diversification of Professional On-the-Job Training Models and Forms in Contemporary Business Conditions

Academic journal article Modern Journal of Language Teaching Methods

Diversification of Professional On-the-Job Training Models and Forms in Contemporary Business Conditions

Article excerpt


At the current stage of labor and workforce development, the search for talented, promising, high potential employees has become critical for many businesses and organizations, regardless of their professional orientation and geographic location. The issue of high qualified employees remains one of the main tasks in ensuring and maintaining the competitiveness of enterprises, industries, regions and the country as a whole.

Industrial business and trade associations in the regions of Russia provide services that contribute to solving the problem of recruitment. Industrial business and trade association suggest that the recruitment agencies belonging to them are able to implement programs for further developing the labor market. Recruiting agencies apply a wide range of headhunting methods: the mass media, the Internet, its own database, techniques of direct recruiting ranging from assessment tests to procedures of content analysis.

The experience in the using external sources of recruitment via mass media shows that they are rarely benefited from information provided by experts.

The requirements for graduate's professional knowledge and skills cover the following: business and technology skills; organizational and performance management skills; professional knowledge; meta-professional qualities (Shaidullina, 2010; Senator, 2010).

However, employers reckon that the level of practice oriented training in technical university graduates is insufficient. For this reason they have to be trained in-company to increase the level of their skills and competences in enterprises (Goloschekina, 1990; Diachkov, 2010; Kuznetsov, 2005; Government Decree, 1994; Uzhakina, 2009).

Studies conducted by the National Management Training Foundation (Russia) showed that the main barriers in reforming industrial business enterprises are inadequate corporate training and untrained middle and grassroots level managers and the employees participating in the launched state-of-the art projects.

After studying 4 to 5 years at the university an undergraduate encounters such problems as: little or no experience related to his job, unfamiliar areas of the job, frustration and disappointment by the career start. On the other hand, his desire to put into practice all his knowledge and skills and attract his credibility among the new colleagues through his positive participation in the team work may cause a negative impact. To help the graduate in the process of adapting to job requirements it is common for large companies to develop special programs targeted at new comers' adaptation and successful career.

So far, only the formal side has been taken into consideration when developing educational policies and strategies. Today strong boundaries of the formal system are blurring, this is reflected in the Model Of Russian Education - 2020 for knowledge economics which claims that flexible unfinished trajectory of person's education is based not only formal, but also non-formal and informal education (Morozova, 2011; Vinogradov, 2001; Personnel Management Policy of OAO "LUKOIL, 2006; Denisov, 2011; Fedotova, 2003; Gubaidullina et al., 2016; Kalimullin, 2006).

Having analyzed the model of in-house training and development, presented in numerous sociologic and pedagogic researches, the authors found it necessary to consider the basic models of young specialist vocational training including formal, informal and non-formal types.

Methodological Framework

The concept of education throughout life embraces labour market demands rather than proposals emanating from professional education and training system. Modern education is not only the stock of knowledge, but also the basis for psychological readiness of a person to continuity in his knowledge accumulation, its processing and improvement when transferring professional knowledge and skills, culture and moral values from one generation to another. …

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