Stockholm School of Economics had a seminar dedicated to the instruments for development and preserving of talents
St.Petersburg, June 02, 2011.
St. Petersburg, June 02, 2011. Stockholm School of Economics had a seminar entitled "Development and preserving of talented managers: opportunities and risks of employers" in the framework of the Days of Sweden in St. Petersburg.
The seminar gathered more than 45 participants, the leading specialists of big Russian and foreign companies who discussed the problem of retention of top managers of companies and the role of additional education and professional growth as the key instruments of motivation.
Among participants of the discussion were Anders Liljenberg, dean of Stockholm School of Economics Russia, Jan Nyberg, general consul of Sweden in St. Petersburg, and alumni of the school: Yana Donskaya, HR director of Vozdushnye Vorota Severnoy Stolitsy, Kirill Vronsky, strategic development director of Tieto, Lyudmila Antonova, independent HR consultant, and Andrei Gusev, general director of Mannheimer Swartling in St. Petersburg.
Participants of the event pointed out that until recently a significant quantity of Russian companies did not pay enough attention to external programs for top managers, to External Executive Education. Among the managers who work in various sectors of economy the quantity of specialists who have received business education is very limited. Many managers are often guided not by the knowledge obtained in the course of business education but rely on intuition, common sense and method of tests and mistakes.
Among the main reasons due to which contemporary employers do not understand expediency and timeliness of External Executive Education programs participants of the seminar singled out the following: doubts about quality of the programs, value of the knowledge for the company and application of the knowledge to business, absence of short-term and middle-term prospects for application of obtained knowledge, as well as a high probability of loss of manager after obtaining of business education due to changing of values and goals.
Andrei Gusev, general director of Mannheimer Swartling in St. Petersburg, points out, "The better educated is a candidate, the more attractive he is for the potential employer. Thus, there is a possibility that obtaining of additional education may push the employee towards search for a new, more prestigious and higher paid job."
According to Kirill Vronsky, director for strategic development of Tieto, the areas in which availability of specialized business education is especially important for a manager are mergers and acquisitions, as well as coming of Western companies to the Russian market.
Kirill Vronsky points out, "In a whole group of industries management of companies and projects is entrusted to expatriates who do not always understand the local market and that is why are not always efficient in making of decisions. To avoid financial and temporal losses that may be more sensitive than financial losses on rapidly growing markets it is necessary to grow up local professionals and to integrate them into the cultural, notion and managerial environment of Western headquarters. This way or the other, this implies at least the relevant level of education."
The problem of need for additional business education for employees is also pressing for local rapidly growing companies. Anders Liljenberg, dean of Stockholm School of Economics Russia, emphasizes, "It is worth while for the owners to evaluate ability of the managerial teams to cope with growth and especially with management of the grown up companies. In many cases it is more efficient and expedient to teach your managers than to buy managers from outside."
Jan Nyberg, general consul of Sweden in St. Petersburg, pointed out summing up the results that additional business education was a very important topic both for Russia and for Sweden because the problem of retention of talented managers in a company existed in both countries.
According to majority of participants of the seminar, corporate educational programs correspond to the goals of improvement of qualification and retention of specialists to the maximum extent. This is explained by duration and consistency of such programs, as well as by possibility of their adaptation to business tasks of each certain company.
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