Systems of managers’ professional development in transnational corporations in Germany and Poland

- Баніт, Ольга Василівна (2018) Systems of managers’ professional development in transnational corporations in Germany and Poland Masters thesis, Інститут педагогічної освіти та освіти дорослих.

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Abstract

The thesis deals with the problem of managers’ professional development in transnational corporations in Germany and Poland; the author describes theoretical and methodological principles of professional development of personnel as an interdisciplinary scientific problem, outlines creative adaptation of Germany and Poland’s constructive practice and implementation of new theories and technologies of adult continuing education into the national system of personnel professional development. Having studied scientific and documentary sources, the author determines and analyzes the theories, concepts and models of professional development of personnel, creates a model of TNC managers’ competencies, justifies the principles of personnel professional development in corporations, describes the internal and external determiners and uses them to summarize the key trends that determine the development directions of TNC managers’ competencies at the present stage of the global socioeconomic development. The study concept is based on three interrelated constructs: the theoretical and methodological one that justifies the general methodological complex of approaches, including systems, synergistic, learner-centered, culturological with its acmeological and axiological components, competency-based, process and situation approaches; the theoretical one that considers dominant personnel management theories, concepts and models from the point of view of process and situation approaches, and aims at revealing the components, stages, content and specifics of managers’ professional development in the corporate education system; and the practice-focused one that aims at revealing constructive foreign practice and creative adapting it to national practice. The author describes such basic concepts of her research as «managers of transnational corporations», «professional development of managers», «systems of professional development of TNC managers», and formulates her definitions of these concepts. The study considers professional development of managers as: 1) a complex and multidimensional process determined by age-related, personal, psychological, social, professional, technological, and specialty qualities, and aimed at solving the external and internal psychological conflicts personnel constantly deal with at work; 2) professional and moral self-improvement based on motivation to self-development and professional success, reflective self-organization, fulfillment of creative potential; 3) a system of the measures corporations take to provide for continuing development of highly professional specialists and thus continuing corporate economic development. The author presents the results of the retrospective analysis of managers’ professional development in transnational corporations in Germany; substantiates external and internal factors of professional development of managers in transnational corporations of Poland; analyzes the training and regulatory systems of professional development of managers in Germany and Poland, investigates the legislative framework governing the organizational, informational, financial, social and other issues of the parties involved in professional development of personnel in the countries under study, identifies and generalizes common and distinctive features of legal regulation of managers` professional development in Germany and Poland. Theoretical comprehension and generalization of the training systems, retraining, additional education and advanced training of managers in Germany and Poland made it possible to carry out a comparative analysis of the problem under study in these countries according to 3 criteria: the system of training and regulatory support; the system of corporate education of TNCs, scientific and methodological support of this system. According to the first criterion, common features for both countries are participation of state and private institutions’ managers in training; the laws developed to regulate vocational education, higher education; participation of the state and enterprises in the process of professional development of personnel and use of various tools for its support: funding, taxation policy, social assistance regulation, development of the information and legal infrastructure. The differences are, firstly, the deep historical roots of the professional training of managers in Germany and the rapid development of this industry in Poland over the past two decades, secondly, the transformation of the German tradition of training a student by a master in a dual system of training and the focus on technical and engineering training in contrast to the Polish one that is more popular among general management; thirdly, the system of international cooperation in the field of training and professional development in Germany that began to form in Poland after its joining the EU; and fourthly, the employment geography – mostly within their country in German managers and the EU member countries and other countries in Polish ones. According to the second criterion, a common feature for both countries is the availability of corporate training centers aimed at staff strategic training. With this end in view, corporate training centers coordinate their work plans and curricula with their corporations’ strategic goals according to their ideology and baseline strategies, and develop cooperation with external providers of educational services. The differences are as follows: firstly, opening of independent corporate training centers in Germany and their units in Poland, secondly, the international level of activity of German corporate training centers and regional of Polish ones, and thirdly, Germany invests in improving the logistics level of existing corporate training centers while Poland invests in creating and developing new corporate training centers. According to the third criterion, common features for both countries are the systematic nature of the preparation of predominantly short-term programs of intra-firm management training, taking into account new needs and feedback, the application of identical forms and methods for diagnosing needs, conducting training, evaluating learning outcomes, issuing certificate of a standard after completion of training The differences are that in German TNCs, corporate training centers independently develop training programs for staff and trainers, and in Poland they adapt to local conditions; German TNCs actively work with educational institutions of all countries while Polish ones cooperate with educational institutions mainly within their own country; German internship programs are aimed at equally forming both hard (professional) and soft (social) skills while Polish units, internship programs are aimed at developing professional competence of managers, and external training at increasing the overall level of social and interpersonal competence; in Germany, such forms and methods of professional development of managers as mentoring and cross-pairing are relevant while in Poland adaptation measures are taken to help both managers and the specialists experienced in other fields, professional, motivation, social, psychological and psychophysiological diagnostics is used in order to identify managers’ needs and align them with the requirements of management, training managers for teamwork. German TNCs often focus on education for refugees while Polish ones often implement the programs aimed at forming ecological consciousness, environmental protection. The study is novel and theoretically relevant in that it: for the first time in the national pedagogic science, based on systems, learner-centered, competency-based, process and situation approaches, presents an integral retrospective analysis of the problem of professional development of managers in transnational corporations of Germany and Poland; analyzes legal and normative regulations governing this process; justifies and describes the principles of personnel professional development in transnational corporations; describes the internal and external determiners of the key trends in professional development of managers in transnational corporations of Germany and Poland (including career management based on the flexible choice of professional development trajectories and provides for the manager’s well-balanced internal development and external career progress; expansion of professional and job profiles; transition from control to providing optimal working conditions and enabling professional and personal development; combining top managers’ responsibility for personnel development with employees’ responsibility for their own development; transition from avoidance of feedback from subordinates to seeking for it; transition from closed consideration of vacancies and applicants to public discussion of specialists’ competences and their career paths; transition from individual working practice to corporate one; development of competence modules); determines key stages of managers’ professional development in the system of corporate educations; justifies the methodical expertise required by professional development of managers, reveals and classifies the types, forms and methods of the corporate education system (including the forms and methods of diagnosing of managers’ needs, the forms and methods of training, the forms and methods of training results estimation); describes the content of managers’ corporate training programs in German and Polish transnational corporations; justifies promising directions of implementation of progressive German and Polish practice in the national practice of post-graduate studies, further and advanced training of managers; provides a predictive justification of professional development of managers; improves the provisions on: conceptual ideas of development of non-formal adult education; theoretical, methodological, organizations, pedagogical, legal and regulatory environment of managers’ professional development; the specificity of systems, learner-centered, competence approaches in the system of corporate education; external and internal determiners of managers’ professional development in modern transnational corporations; specifies: the key notions of the study («managers of transnational corporations», «professional development of managers», «system of professional development of TNC managers», «corporate education», «intra-firm education»); the provisions on training, further training, advanced training and professional development of managers; the contents, forms and methods of managers’ training in the system of corporate education. The study introduces new facts and documents on professional development of managers into scientific discourse. The study is practically relevant in that the author has developed the study pack that includes the specialized course «Professional Development of Managing Staff in Transnational Corporations», the teaching package «Professional Development of Managing Staff in Transnational Corporations», and the teaching guidelines «System of Professional Development of Managers in Transnational Corporations» that can be used to improve the national system of post-graduate education, training, further training, advanced training and professional development of managers. The statements, results and conclusions of the study can be used to modernize the educational system of Ukraine in the context of its integration into global educational space, in particular to develop conceptual and normative documents on personnel professional development in the context of continuous education, theoretical and experimental research in comparative professional pedagogy, to develop and update formal, non-formal and informal educational courses, to develop specialized courses on continuous education and adult education, in learning and teaching practice of higher and post-graduate educational institutions, the institutions and agencies providing educational services to companies and corporations; they can also serve as methodical support for HR managers, training managers, adult training coaches in various industries. The predictive potential of the study can serve as a basis for further scientific research on corporate education and personnel development in the context of integration and globalization processes. The results of the conducted research and the analysis of the progressive experience of the countries under study made it possible to determine the main directions of the personnel professional development in the system of corporate education, on the basis of which scientific and methodological recommendations for forming the national system of corporate education and professional development of managers at the macro level were formulated in three strategic directions: at the nation-wide legislative level, at the state-educational institution level, at the state-enterprise level; at the micro level that includes 3 sublevels: recommendations for company management, for organizers of professional staff training, for managers.

Item Type: Thesis (Masters)
Keywords: Professional development, manager, transnational corporation, Germany, Poland.
Subjects: Science and knowledge. Organization. Computer science. Information. Documentation. Librarianship. Institutions. Publications > 3 Social Sciences > 37 Education > 374 Education and training out of school. Further education
Divisions: Institute of Pedagogical Education and Education for the Adults > Common resources institute
Depositing User: кандидат педагогічних наук, молодший науковий співробітник О.В. Баніт
Date Deposited: 26 Dec 2018 13:13
Last Modified: 26 Dec 2018 13:13
URI: http://lib.iitta.gov.ua/id/eprint/713173

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