Corporate University as a Business Accelerator in the Field of Education

The abstract should provide a better rationale for conducting this research and the paper's contributions. The main results should be included. The goal of the paper should be highlighted.

Corporate training is currently more flexible and acts as an accelerator in the field of training. The object of the research is the system of education in corporate universities. The purpose of the work is to analyze the possibilities and experience of evaluating the effectiveness of training at a corporate university, to identify tools that can be used to evaluate various performance indicators, and to determine which of them can be transferred to other educational organizations. Possible shortcomings of the implementation of corporate training in the format of a corporate university as a separate legal entity are shown. To achieve this goal, we have identified suitable tools for evaluating the effectiveness of corporate training and evaluating its applicability in practice. As a result, the authors determined that the assessment of the effectiveness of corporate training in terms of indicators of the 1st and 2nd levels of the Kirkpatrick methodology can be easily carried out using various tools. Corporate universities usually use the necessary surveys during and after training for this purpose. The authors proposed to apply various methods of post-program support using appropriate educational technologies and mandatory assessment of participants sometime after training.

Introduction

The introduction has to clearly identify, at least: the research gap, the research question, the methodology used and the contribution of the paper.

For that reason, in the introduction author(s) need to provide a robust explanation of a) why there is a gap in theory and practice, b) what are the main research questions and why they are critical for theory and practice, c) how this paper will fill the gap in theory and practice, d) What unique knowledge do authors like to add to the existing literature, what innovations bring this manuscript to scientific studies?

Moreover, the introduction section requires additional references. The explanation given in the introduction needs to be supported by other scientific works and authors' statements.

In the article, we focused on the problem of the lack of classical education, namely, the fact that students entering classical universities do not receive education, but a certificate, and the universities themselves are guided by the problem of attracting applicants.

Among a number of problems in this area, it should also be noted that corporate universities are subject to serious scientific criticism. In an effort to enhance the prestige of their academic departments, some business leaders have cleverly added the word "university" to the name.

Additionally, an analysis of scientific publications and studies was carried out, with a corresponding indication and links to them (Articles 3-4 of the article)

Theoretical Framework

This section required up-to-date references. Although there are references throughout the document, this section in which the authors go into more detail is required. The theoretical underpinning of the study variables is not appropriately considered and thus should be justified. There are not enough references for the years 2021 or 2022, so the theoretical framework needs to be updated.

Added table 1 - Characteristics of digital staff training methods

Additionally, an analysis of scientific publications and studies was carried out, with a corresponding indication and links to them (pages 3-4 of the article, No. 15-19 in the list of references).

Method

It is a description of results. The true value of a scientific contribution is based on adding new knowledge, so authors are expected to develop this aspect further. It is the weakest part of the whole research and does not bring solvency to the research.

There is no real discussion of results including references from other authors and works compared with the results of the present investigation.

As part of the study, we have identified the advantages and disadvantages of using distance learning methods.

So, one of the main HR trends in a pandemic is the development of e-learning and distance learning. Many foreign companies have switched to a remote work format and digital training of employees. In the practice of training and development of personnel, new forms have been actively introduced - scribing, animated infographics, educational 3D games, microlearning, virtual and augmented reality, artificial intelligence and machine learning. Gamification as an integral part of business information solutions today has become an indispensable element in the development of corporate training. The results of our study show that companies save on training budgets (approximately 50-70%) due to the replacement of face-to-face forms with electronic and distance methods.

Digital learning during the coronavirus pandemic is becoming increasingly popular among companies. Statistics show that the share of companies that create their own internal online learning systems is only 20%. Most Russian enterprises prefer to train their employees using digital platforms. Thus, for many companies there is a difficult question about choosing an effective digital platform, because. More than 1,000 providers are represented on the Russian market for the development and implementation of digital learning systems.

A significant factor influencing these processes is the overall digitalization of management processes, including in the field of personnel training and development. The penetration of new technologies is accompanied by the entry into the market of generations brought up in the conditions of digitalization. There is a transformation of means and methods of training aimed at achieving the competitiveness of companies in a changing environment. Cloud technologies are being introduced to systematize human resource management activities, including the educational aspect, and direct it to achieve the strategic goals of companies. At the organizational level, companies respond to changes in the environment by increasing investment in training programs, a significant expansion of the forms and methods of staff training.

Conclusion

The conclusion of the finding seems abstract and does not critically synthesize all the results.

Consideration of the sequential objectives of this study: identifying policy changes in relation to corporate education that have occurred between 2020 and 2021; study of the factors that influenced the occurrence of these changes; review of corporate training practices; a critical analysis of the identified problems from the point of view of psychological science allows us to draw the following conclusions and assumptions. First of all, it is necessary to note the significant development of the corporate training system in companies over the past few years. This is expressed in accelerating and deepening the process of "emancipation" from the direct participation of the state, as well as in increasing the diversity of the structure and functions of units engaged in personnel training. Currently, there is a great interest and stability in the implementation of the personnel training function, less dependence on changes in the external economic situation

Please specify the limitation of your study.

The purpose of the work is to analyze the possibilities and experience of evaluating the effectiveness of training at a corporate university, to identify tools that can be used to evaluate various performance indicators, and to determine which of them can be transferred to other educational organizations.

As a result, the authors determined that the assessment of the effectiveness of corporate training in terms of indicators of the 1st and 2nd levels of the Kirkpatrick methodology can be easily carried out using various tools. Corporate universities usually use the necessary surveys during and after training for this purpose. The authors proposed to apply various methods of post-program support using appropriate educational technologies and mandatory assessment of participants sometime after training.

What new information brings your article to the existing literature?

A significant factor influencing these processes is the overall digitalization of management processes, including in the field of personnel training and development. The penetration of new technologies is accompanied by the entry into the market of generations brought up in the conditions of digitalization. There is a transformation of means and methods of training aimed at achieving the competitiveness of companies in a changing environment. Cloud technologies are being introduced to systematize human resource management activities, including the educational aspect, and direct it to achieve the strategic goals of companies. At the organizational level, companies respond to changes in the environment by increasing investment in training programs, a significant expansion of the forms and methods of staff training.

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