There was an effective mechanism of preparation and in-plant training of personnel in companies. Through the system of training of personnels Holding «Science of Т» annually about 15 thousand of persons. A teaching process is a sequence of links of general chainlet: «an accumulation of experience is support of student and fee for successes — of feed-back with a teacher — providing of workers is integration of their efforts». For this purpose Holding «Science of Т» uses not only the shots, external consultants, known specialists, professors of universities, are actively attracted, the managers of other companies are invited, get organized «round» and discussions table. Okon¬chivshim long courses are given out certificates and having confession at national level. Rabotni¬ki firms, student in colleges and universities get support from the side of firm. At the successful handing over of examinations a corporation compensates a teaching cost.

Primary attention is spared of new workers. To work in Holding «Science of Т» prestige, and there is a competition at a reception on work. At future workers pass a very hard selection. Skilled subdivisions and managers are conduct purposeful work on adaptation of personnel in a firm. Already there were traditions of plugging in life of «corporate monogynopaedium».

In a corporation a center operates on the resources of development of . For enhancement of individual growth there is the system of «double stair», or «two directions in a career» (depending on individual capabilities and preferences of worker advancement is possible or on , or on a scientific-engineering line).

Questions

1. Formulate a mission and motto of organization.

2. Name concrete aims, reflecting a mission (technological, organizational, skilled, in co-operating with other organizations).

3. Describe the possible partners of organization.

4. Describe the desired employee of organization.

5. Formulate basic corporate rules:

• in area of selection, teaching and advancement of personnel;

• in area of stimulation of labour.

6. Will offer the program of skilled measures.

After every crisis measures were undertaken on activity firms which gave positive results. Firm began the with the little collective of like-minded persons and built on principle of «monogynopaedium». A director of firm was a leader and «father» for the inferiors. With growth of quantity of of organizational changes not conducted, that had provoked a management crisis. The leader of firm was not accept an idea about the necessity of intermediates. Control after all activity of firm was in one hands, that also conduced to his gradual weakening and crisis. After a next crisis a decision about stopping of activity of firm was accepted, dismissal of employees and creation of new firms with more organizational structures and proper charts.