Civil servants may be required to continuously educate ourselves

Transitional period

One of the most important indicators of the economy is the demand for automotive products. According to experts, by September car sales in Russia fell by 12.7% in the first eight months of the year. Hard times came both for the automakers and related sectors related to the automobile industry. Under these conditions, the larger the company the harder it is to change for it in a short time. Experts point out that many companies are focused on improving the efficiency of the management. Active changes are taking place at AvtoVAZ, the largest automaker not only in Russia but also in Europe. Its production is the best-selling in Russia: about 250,000 cars were sold within eight months of this year, accounting for about 17% market share in Russia. Sales of Renault over the same period were half less. |  October 02, 2014

Investment Profit

Forestry enterprises face a difficult situation. On the one hand, the Soviet-era model of forest management requires extensive investments in the development of new territories. On the other hand, it is necessary to change the obsolete equipment and introduce foreign technologies. In addition, electricity tariffs are going up and services of competent professionals are expensive. We need to change the system, but not to cut costs, experts say. |  March 25, 2014

The Bonus Component

In early 2014, the amendment to the law on the Central Bank has come into effect giving it the right to assess remunerations of bank employees in terms of their compliance with the scope and nature of the bank's activities and risks it takes.

Dmitry Akopov |  March 13, 2014 |  June 10, 2015

Civil servants may be required to continuously educate ourselves

According to the agency RIA Novosti this initiative was proposed by the Ministry of Labor. Dmitry Akopov, CEO of Jacobson Partners discussed this with Kommersant FM anchor Oksana Barykina.

Civil servants may be required to continuously educate ourselves

According to the agency RIA Novosti this initiative was proposed by the Ministry of Labor. Dmitry Akopov, CEO of Jacobson Partners discussed this with Kommersant FM anchor Oksana Barykina.

Also, the initiative introduces mentoring for officials who just joined the civil service. A competent officer with at least 10 years of experience can become a mentor. The project also stipulates that civil servants, in addition to obtaining additional education, should participate in seminars, training courses, workshops and activities to exchange experiences.

- What do you think about this initiative, is it necessary?

- It's a very good initiative; it is necessary and very good that it has come up. The main thing is that in this situation we have a system and properly oriented approach, which was invented many years ago, and which has been effectively used in business. That is, if we are talking about the continuity of training and development, the system should be structured as follows: it is necessary to understand what a man must do and what he must achieve using which competencies, that is, skills and knowledge he possesses.

Further, he needs to assess and understand his performance, whether he achieved the goals that were set before him or not, to understand the areas which need further development and training in those areas disclosed by the assessment. The system must be as follows: assessment — training, assessment — training. This is something that concerns the continuity.

As for mentoring, it is also a great initiative and the right direction, because in order to be as efficient as possible for a newcomer, a person must, first of all, have an insight into the corporate culture, understand the values and how the system works. The transfer of knowledge and skills from more experienced staff to less experienced staff and newcomers is one of the best methods of immersion into the new culture.

- What is mentoring in general? Is that an efficient method and how does it work?

- Mentoring is the most efficient method of immersing a person into a new environment, a new company. This is one of the tools of informal communication, informal transfer of knowledge and skills that one needs in order to work more efficiently. It is much cheaper than sending a person for additional training, seminars and so on. I'm not saying that it should not be done, it should be done. It is necessary to determine which seminars and which training, and that is determined by means of assessment of what a person does. There must be a balance between seminars, training and mentoring.

- What's the story about mentoring? How does it work, what is the process?

- It is the process of introduction of a person to internal documents. The person is immersed, introduced to the team, the structure of the company, and explained how certain processes work in the company to address a challenge. After all, one can get lost in the new structure. The person is told the rules of conduct and rules of work for a newcomer in the system.

- That is, the person who does mentoring has a job description, or what? How does it work in practice? That is, you have one person who will introduce you to everything, right?

- Maybe the company needs to, first of all, find the guru, a person who has knowledge and knows processing adopted in the company. Then, an apprentice should be identified to be given to the guru, and, they, pardon the expression, should be "married" to get them work well together, so they can work as partners.

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