title: ÐÑÐµÐ½ÐºÐ° ÑÑÑÐµÐºÑÐ¸Ð²Ð½Ð¾ÑÑÐ¸ ÑÐ¸ÑÑÐµÐ¼Ñ Ð¾Ð±ÑÑÐµÐ½Ð¸Ñ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð° Ð½Ð° Ð¿ÑÐµÐ´Ð¿ÑÐ¸ÑÑÐ¸Ð¸ (Ð½Ð° Ð¿ÑÐ¸Ð¼ÐµÑÐµ ÐÐÐ Â«ÐÐ°Ð·Ð¿ÑÐ¾Ð¼ Ð¿ÐµÑÐµÑÐ°Ð±Ð¾ÑÐºÐ°Â»)
title: Ð²ÑÐ¿ÑÑÐºÐ½Ð°Ñ ÐºÐ²Ð°Ð»Ð¸ÑÐ¸ÐºÐ°ÑÐ¸Ð¾Ð½Ð½Ð°Ñ ÑÐ°Ð±Ð¾ÑÐ° Ð¼Ð°Ð³Ð¸ÑÑÑÐ°
titleType: Subtitle
title: Assessment of the effectiveness of the personnel training system on enterprise (for example LLC Gazprom pererabotka)
Creators: name: ÐÐ¾ÑÑÑÐµÐ½ÐºÐ¾, ÐÐ»Ð¸Ð½Ð°
Publisher: name: Ð¡Ð°Ð½ÐºÑ-ÐÐµÑÐµÑÐ±ÑÑÐ³ÑÐºÐ¸Ð¹ Ð¿Ð¾Ð»Ð¸ÑÐµÑÐ½Ð¸ÑÐµÑÐºÐ¸Ð¹ ÑÐ½Ð¸Ð²ÐµÑÑÐ¸ÑÐµÑ ÐÐµÑÑÐ° ÐÐµÐ»Ð¸ÐºÐ¾Ð³Ð¾
Year: 2020
Subjects: Ð¾Ð±ÑÑÐµÐ½Ð¸Ðµ
ÑÐ¸ÑÑÐµÐ¼Ð° Ð¾Ð±ÑÑÐµÐ½Ð¸Ñ
ÑÑÐ°Ð¿Ñ Ð¾Ð±ÑÑÐµÐ½Ð¸Ñ
ÑÑÐ¸Ð»Ð¸ Ð¾Ð±ÑÑÐµÐ½Ð¸Ñ
Ð²Ð¸Ð´Ñ Ð¸ Ð¼ÐµÑÐ¾Ð´Ñ Ð¾Ð±ÑÑÐµÐ½Ð¸Ñ
ÑÑÑÐµÐºÑÐ¸Ð²Ð½Ð¾ÑÑÑ Ð¾Ð±ÑÑÐµÐ½Ð¸Ñ
SWOT Ð¸ COPS Ð°Ð½Ð°Ð»Ð¸Ð·Ñ
training.system of learning
stages of learnings
styles of learnings
types and methods of learning
effectiveness of trainings
SWOT and COPS analysis

description: ÐÑÐµÐ´Ð¼ÐµÑ Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ñ: ÑÐ¸ÑÑÐµÐ¼Ð° Ð½ÐµÐ¿ÑÐµÑÑÐ²Ð½Ð¾Ð³Ð¾ Ð¿ÑÐ¾ÑÐµÑÑÐ¸Ð¾Ð½Ð°Ð»ÑÐ½Ð¾Ð³Ð¾ Ð¾Ð±ÑÑÐµÐ½Ð¸Ñ ÑÐ¾ÑÑÑÐ´Ð½Ð¸ÐºÐ¾Ð² OOO Â«ÐÐ°Ð·Ð¿ÑÐ¾Ð¼ Ð¿ÐµÑÐµÑÐ°Ð±Ð¾ÑÐºÐ°Â». Ð¦ÐµÐ»Ñ Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ñ - ÑÐ°Ð·ÑÐ°Ð±Ð¾ÑÐºÐ° ÑÐµÐºÐ¾Ð¼ÐµÐ½Ð´Ð°ÑÐ¸Ð¹ Ð´Ð»Ñ ÑÐ¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ñ ÑÑÑÐµÑÑÐ²ÑÑÑÐµÐ¹ ÑÐ¸ÑÑÐµÐ¼Ñ Ð¾Ð±ÑÑÐµÐ½Ð¸Ñ. ÐÑÐ½Ð¾Ð²Ð½ÑÐµ Ð·Ð°Ð´Ð°ÑÐ¸, ÐºÐ¾ÑÐ¾ÑÑÐµ Ð±ÑÐ»Ð¸ ÑÐµÑÐµÐ½Ñ Ð² ÑÐ¾Ð´Ðµ Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ñ: 1. ÐÐ·ÑÑÐ¸ÑÑ ÑÐµÐ¾ÑÐµÑÐ¸ÑÐµÑÐºÐ¸Ðµ Ð¾ÑÐ½Ð¾Ð²Ñ Ð¾Ð±ÑÑÐµÐ½Ð¸Ñ Ð¿ÐµÑÑÐ¾Ð½Ð°Ð»Ð° Ð¸ Ð¼ÐµÑÐ¾Ð´Ð¾Ð»Ð¾Ð³Ð¸ÑÐµÑÐºÐ¸Ðµ Ð¾ÑÐ½Ð¾Ð²Ñ Ð½Ð°ÑÑÐ½ÑÑ Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ð¹. 2. ÐÑÐ¿Ð¾Ð»Ð½Ð¸ÑÑ ÐºÐ¾Ð¼Ð¿Ð»ÐµÐºÑÐ½ÑÑ Ð´Ð¸Ð°Ð³Ð½Ð¾ÑÑÐ¸ÐºÑ ÐÐÐ Â«ÐÐ°Ð·Ð¿ÑÐ¾Ð¼ Ð¿ÐµÑÐµÑÐ°Ð±Ð¾ÑÐºÐ°Â». 3. Ð Ð°Ð·ÑÐ°Ð±Ð¾ÑÐ°ÑÑ ÑÐµÐºÐ¾Ð¼ÐµÐ½Ð´Ð°ÑÐ¸Ð¸ Ð¿Ð¾ ÑÐ¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ñ ÑÑÑÐµÑÑÐ²ÑÑÑÐµÐ¹ ÑÐ¸ÑÑÐµÐ¼Ñ Ð½ÐµÐ¿ÑÐµÑÑÐ²Ð½Ð¾Ð³Ð¾ Ð¿ÑÐ¾ÑÐµÑÑÐ¸Ð¾Ð½Ð°Ð»ÑÐ½Ð¾Ð³Ð¾ Ð¾Ð±ÑÐ°Ð·Ð¾Ð²Ð°Ð½Ð¸Ñ ÐÐÐ Â«ÐÐ°Ð·Ð¿ÑÐ¾Ð¼ Ð¿ÐµÑÐµÑÐ°Ð±Ð¾ÑÐºÐ°Â», ÑÐ°ÑÑÑÐ¸ÑÐ°ÑÑ ÐºÐ¾Ð¼Ð¼ÐµÑÑÐµÑÐºÑÑ ÑÑÑÐµÐºÑÐ¸Ð²Ð½Ð¾ÑÑÑ Ð¸Ñ Ð²Ð½ÐµÐ´ÑÐµÐ½Ð¸Ñ. Ð ÑÐ°Ð±Ð¾ÑÐµ Ð±ÑÐ»Ð¸ Ð¸ÑÐ¿Ð¾Ð»ÑÐ·Ð¾Ð²Ð°Ð½Ñ ÑÐµÐ¾ÑÐµÑÐ¸ÑÐµÑÐºÐ¸Ðµ Ð¸ ÑÐ¼Ð¿Ð¸ÑÐ¸ÑÐµÑÐºÐ¸Ðµ Ð¼ÐµÑÐ¾Ð´Ñ Ð½Ð°ÑÑÐ½Ð¾Ð³Ð¾ Ð¸ÑÑÐ»ÐµÐ´Ð¾Ð²Ð°Ð½Ð¸Ñ, Ð² ÑÐ°ÑÑÐ½Ð¾ÑÑÐ¸, ÑÑÐ°ÑÐ¸ÑÑÐ¸ÑÐµÑÐºÐ¸Ðµ Ð¼ÐµÑÐ¾Ð´Ñ, ÑÑÐ°Ð²Ð½ÐµÐ½Ð¸Ðµ, ÑÐºÑÐ¿ÐµÑÑÐ½ÑÐµ Ð¸ ÑÐºÐ¾Ð½Ð¾Ð¼Ð¸ÐºÐ¾-Ð¼Ð°ÑÐµÐ¼Ð°ÑÐ¸ÑÐµÑÐºÐ¸Ðµ Ð¼ÐµÑÐ¾Ð´Ñ, ÐºÐ¾ÑÐ¾ÑÑÐµ Ð¿Ð¾Ð·Ð²Ð¾Ð»Ð¸Ð»Ð¸ Ð¸Ð·ÑÑÐ¸ÑÑ ÑÑÑÑ Ð¿ÑÐ¾ÑÐµÑÑÐ° ÑÐµÐºÑÑÐµÑÑÐ¸ ÐºÐ°Ð´ÑÐ¾Ð² Ð¸ Ð¿ÑÐ¾Ð²ÐµÑÑÐ¸ ÐºÐ¾Ð¼Ð¼ÐµÑÑÐµÑÐºÑÑ Ð¾ÑÐµÐ½ÐºÑ ÑÐ°Ð·ÑÐ°Ð±Ð¾ÑÐ°Ð½Ð½ÑÑ Ð¼ÐµÑÐ¾Ð¿ÑÐ¸ÑÑÐ¸Ð¹. Ð ÑÐ¾Ð´Ðµ ÑÐ°Ð±Ð¾ÑÑ Ð±ÑÐ»Ð¸ Ð¸Ð·ÑÑÐµÐ½Ñ Ð¸ Ð¿ÑÐ¾Ð°Ð½Ð°Ð»Ð¸Ð·Ð¸ÑÐ¾Ð²Ð°Ð½Ñ Ð´Ð°Ð½Ð½ÑÐµ Ð¿Ð¾ Ð¾Ð±ÑÐµÐ¹ ÑÐ¸ÑÐ»ÐµÐ½Ð½Ð¾ÑÑÐ¸ ÑÐ°Ð±Ð¾ÑÐ½Ð¸ÐºÐ¾Ð², ÑÐ¸ÑÐ»ÐµÐ½Ð½Ð¾ÑÑÐ¸ ÑÐ°Ð±Ð¾ÑÐ½Ð¸ÐºÐ¾Ð², Ð¿ÑÐ¾ÑÐµÐ´ÑÐ¸Ñ Ð¾Ð±ÑÑÐµÐ½Ð¸Ðµ, Ð·Ð°ÑÑÐ°ÑÐ°Ð¼ Ð½Ð° Ð¾Ð±ÑÑÐµÐ½Ð¸Ðµ, Ð° ÑÐ°ÐºÐ¶Ðµ Ð±ÑÐ»Ð¸ Ð¸Ð·ÑÑÐµÐ½Ñ Ð¾ÑÐ½Ð¾Ð²Ð½ÑÐµ Ð¿ÑÐ½ÐºÑÑ ÐÐ¾Ð»Ð¾Ð¶ÐµÐ½Ð¸Ñ Ð¾ ÑÐ¸ÑÑÐµÐ¼Ðµ Ð½ÐµÐ¿ÑÐµÑÑÐ²Ð½Ð¾Ð³Ð¾ Ð¿ÑÐ¾ÑÐµÑÑÐ¸Ð¾Ð½Ð°Ð»ÑÐ½Ð¾Ð³Ð¾ Ð¾Ð±ÑÑÐµÐ½Ð¸Ñ ÐÐÐ Â«ÐÐ°Ð·Ð¿ÑÐ¾Ð¼ Ð¿ÐµÑÐµÑÐ°Ð±Ð¾ÑÐºÐ°Â». Ð ÑÐµÐ·ÑÐ»ÑÑÐ°ÑÐµ Ð±ÑÐ»Ð° Ð¿ÑÐ¾Ð°Ð½Ð°Ð»Ð¸Ð·Ð¸ÑÐ¾Ð²Ð°Ð½Ð° ÑÑÑÐµÑÑÐ²ÑÑÑÐ°Ñ ÑÐ¸ÑÑÐµÐ¼Ð° Ð½ÐµÐ¿ÑÐµÑÑÐ²Ð½Ð¾Ð³Ð¾ Ð¿ÑÐ¾ÑÐµÑÑÐ¸Ð¾Ð½Ð°Ð»ÑÐ½Ð¾Ð³Ð¾ Ð¾Ð±ÑÑÐµÐ½Ð¸Ñ Ð¸ Ð¿ÑÐµÐ´Ð»Ð¾Ð¶ÐµÐ½Ñ ÑÐµÐºÐ¾Ð¼ÐµÐ½Ð´Ð°ÑÐ¸Ð¸ Ð¿Ð¾ ÐµÑ ÑÐ¾Ð²ÐµÑÑÐµÐ½ÑÑÐ²Ð¾Ð²Ð°Ð½Ð¸Ñ.
description: Subject of research: the system of continuing professional education of employees of OOO Gazprom pererabotka. The purpose of the study is to develop recommendations for improving the existing training system. The main tasks that were solved during the study: 1. To study the theoretical foundations of personnel training and methodological foundations of scientific research. 2. Perform a comprehensive diagnosis of Gazprom processing. 3. To develop recommendations for improving the existing system of continuing professional education of Gazprom Pererabotka LLC and calculate the commercial effectiveness of their implementation. In the work, theoretical and empirical methods of scientific research were used, in particular, statistical methods, comparison, expert methods, economic and mathematical methods, which made it possible to study the essence of the staff turnover process and conduct a commercial assessment of the developed measures. In the course of the work, data on the total number of employees, the number of employees trained, and training costs were studied and analyzed, and the main points of the Regulation on the Continuing Professional Education System of Gazprom Pererabotka were studied. As a result, the existing system of continuing professional education was analyzed and recommendations for improving this system were proposed.