Analysis of the state of in-house training systems for employees of Kazakhstani organizations

Abstract

Object: To analyze the state of the in-house employee training system using the example of an organization.
Methods: Statistical methods: collection of primary information (survey and questionnaire), data processing, system analysis.
Results: The survey results revealed that respondents (employees) have the desire to undergo training through advanced training courses (or they take it on their own), but organizations do not have the ability or desire to conduct them. In organizations, there is a need to monitor the assessment of compliance/non-compliance of competencies (including knowledge) of employees. It is also necessary to draw up a socio-psychological portrait of the team to assess the potential and motivation of the organization’s employees as a factor directly affecting the level of management and the quality of knowledge itself.
Conclusions: The main task of lifelong learning is to fundamentally rethink the role of education, teaching and training of a modern specialist: it is necessary to integrate work and training into the educational process so that an employee can get an idea of the context of his own work and contribution to the work of the enterprise. In modern conditions, when labor and business processes are being restructured in organizations, new innovative technologies are being introduced, digital techniques and methods of working with personnel are being mastered, employees with high professional competence and knowledge become the most important resource for organizational changes. As the experience of successful domestic companies shows, creating conditions for the qualitative growth of employees and improving professional potential give a higher return than funds aimed at solving purely production tasks. The article analyzed the state of in-house employee training systems on the example of Kazakhstani organizations.