Development of a Staff Development Program in the IT-Company "PinscherCRM"

In modern conditions, the professional development of staff is of particular importance and becomes an indispensable condition for the successful functioning of any organization. Staff development seems to be one of the key areas in the organization’s gaining economic sustainability and competitiveness. The staff of the company is the carrier of knowledge, the generator of ideas for improving processes and mechanisms, the main interested person in the preservation and development of the company and the source of ensuring the efficient use of material resources. New technologies, goods and services appear only where there is a high potential of workers, and their competence meets the highest requirements. Therefore, the search for organizations of internal reserves to improve the efficiency of their economic activities seems natural and understandable. Successful solution of the task of organizing efficient management of staff development is designed to create additional conditions for increased mobility, motivation and self-regulation of workers, and accelerating the process of their adaptation to changing production conditions. Career management is a unique process for each employee and there is no well-defined plan for the development of a professional career for everyone, since each person is unique in his professional qualities, personal interests, value system, work experience. However, at the moment, there is no universal career management system that would work in all companies. Some mechanisms are already morally obsolete, others cannot be adapted to the organization. Therefore, the issue of career management should be considered within each company individually. In the context of the above, it seems obvious that the personnel career management system in modern companies is a relevant problem of domestic and foreign research. The general aim of the present study is to examine the challenges and opportunities of building a system of the professional career development of the staff. In order to achieve this purpose, it seems necessary to single out the following objectives: • study the theoretical foundations of staff career management; • consider the main approaches to the management of careers in the world practice; • analyze the existing career management system in the organization; • form key recommendations for improving the career management system. As part of the study, a qualitative analysis of employee satisfaction with the career management system will be conducted. Therefore, it is important to note that a limitation in the study may be the fact that such data may not reflect a complete and reliable picture for companies that do not have baseline data similar to the company under investigation. This is due to the fact that the sample taken for the study does not reflect the general population across the market. The problem of managing career development of employees may be of interest to companies that focus on the systematic development of their professional staff. This research may be significant for professional knowledge and practice of career management, methodologically justifying the need to use this system in companies that have common features with the organization under study.