Thesis for the degree of Doctor of Pedagogical Sciences in specialty 13.00.04 – Theory and Methodology of Professional Education. Ivan Ziaziun Institute of Pedagogical Education and Adult Education of the National Academy of Pedagogical Sciences of Ukraine, Kyiv, 2018.
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, analyses such basic concepts of her research as «managers of transnational corporations», «professional development of managers», «system of professional development of TNC managers», and formulates her definitions of these concepts, highlights methodological approaches and grounds the principles of professional development of personnel in transnational corporations; analyzes the theories, concepts and models of professional development of personnel, creates a model of TNC managers’ competencies, identifies and summarizes the key trends that characterize the development directions of TNC managers’ competencies at the present stage of the global socioeconomic development; 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; analyses the training and regulatory systems for 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. 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; and thirdly, the system of international cooperation in the field of training and professional development in Germany that began to form in Poland after its accession to the EU.
According to the second criterion, a common feature for both countries is the availability of corporate training centers aimed at staff strategic training. 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 me
