Unlike Brazil, India, or China, prior to the beginning of market-oriented reforms in early 1990s, Russia maintained a high level of human capital and possessed a highly developed system of vocational education, continuous education, and management development institutions sponsored by the government. However, after the beginning of the market reforms many state-sponsored programs were disbanded and individual enterprises and newly emerging private educational institutions found themselves in a position of having to provide training and professional development services for future and current employees. Both government-level policies in support of HRD and enterprise-level HRD systems have emerged fairly recently in the Russian Federation, and are still in a stage of change and development.
This book provides an in-depth analysis of the current state of HRD in the Russian Federation. It covers country-level policies, organizational-level programs and strategies, and individual-level educational and training efforts. While the study is focused on Russia, its conclusions will be of value to scholars, students, and practitioners examining similar issues surrounding the emergence and development of HRD systems in emerging countries. Furthermore, the authors’ framework for analyzing HRD on multiple levels and across various parts of the adult and vocational education and development systems offers a unique and important contribution to the theoretical debate on comparative educational systems outside the HRD and HRM communities.
"Professors Ardichvili and Zavyalova provide important and much-needed knowledge on HRD research and practice in Russia. This is the first book exclusively focused on Russia that informs HRD scholars and practitioners in international HRD settings. The Russian indigenous knowledge offered in the book will enrich and expand the global knowledge of HRD." – Greg Wang, University of Texas at Tyler, USA
1. Introduction 2. Historical Perspective 3. HRD in the Reform Period 4. Government Policy and Country-Level HRD 5. HRD in Business Enterprises: A Variety of Models 6. HRD in Business Organizations: Current Issues and Approaches 7. Case Studies 8. Discussion and Conclusions Index Appendices
HRD theory is changing rapidly. Recent advances in theory and practice, in how we conceive of organizations and of the world of knowledge, have led to the need to reinterpret the field. This series aims to reflect and foster the development of HRD as an emergent discipline. Encompassing a range of different international, organizational, methodological and theoretical perspectives, the series promotes theoretical controversy and reflective practice.