The learning and development system of Moscow Exchange includes educational programs, development in the workplace, and self-study resources. Employees themselves choose what type of training they would like to engage in. Staff can use state-of-the-art technologies, corporate resources, and other tools to meet their development needs.
Moscow Exchange has traditionally paid considerable attention to the quality of training, and it regularly analyzes employee competencies and experience participating in training courses and programs. This helps Moscow Exchange to plan the further development of the professional development system. An NPS is included in the KPIs of the Training Unit of the Moscow Exchange.
To identify learning needs, a comprehensive study is carried out to analyze HR risks, assess the effectiveness of educational activities, obtain 360-degree feedback, and identify the most promising employees.
Every quarter, any Moscow Exchange employee can apply to take hard-skills training. All requests are considered and approved based on the allocated budget, if there is a confirmed business need for the training.
The Group also conducts compulsory training sessions in soft skills for novice managers. An individual development program is created for members of the succession pool (successors to key positions).
70-20-10 model
In 2017, the Group adopted the 70-20-10 learning model, which calls for a paradigm shift in learning in favor of self-education and development in the workplace (70% of efforts), along with learning through others’ experience (20% of efforts), and training (10% of efforts).
The Group runs a mentorship program where experienced staff pass on their knowledge to new
employees, helping them get a better understanding of their jobs and adapt to their new workplace.
Within the first few months at Moscow Exchange, all employees must complete training on the Code of Professional Ethics, which also covers human rights. Completion of the training is registered in the computer system using an electronic signature.
Training programs
In-house training for employees
Management Faculty for novice managers – the program helps participants adapt to their new role when assuming a managerial position. It also assesses their managerial experience and familiarizes them with practical tools for managing a team.
Management Faculty for experienced managers – the program allows participants to refresh their management skills, familiarize themselves with new approaches, and test specific practical tools.
Personal Effectiveness Faculty – the program is aimed at developing employees’ "supra-professional" skills (or "meta-skills"). It helps them manage their personal perceptions and thoughts and control their emotional state in stressful situations, allowing them to continue to work effectively.
Project Faculty - the program is aimed at comprehensive development of employee skills in project management and at improving cooperation of project teams.
Professional Faculty – the program explains key business processes and best practices in management. It also includes English language courses. The "In-House Coaches" project allows employees to participate in short workshops, training sessions, and seminars to acquire unique knowledge accumulated at companies of the Group.
ESG webinars and long read – regular sustainability seminars for various categories of employees.
External training for employees
Individual and group training – Moscow Exchange provides its employees with opportunities to engage in several types of training:
- training activities (training courses, seminars, roundtable discussions, online courses, etc.);
- conferences;
- specialized practical training aimed at obtaining and developing the knowledge, skills, and proficiencies that are vital for employees.
KEY DOCUMENTS:
- Human Resources Policy of Moscow Exchange Group
- Internal labor regulations
RESPONSIBLE BODY:
- Personnel and Human Resources Policy Department
