Svitlana Khaikova: How to build a corporate training system

Employee development is not just a tool for achieving business goals, but a strategic priority, especially in companies that strive for market leadership. At PIN-UP Global, we see corporate training not as a separate process, but as part of our culture, which helps us retain the best talent, adapt to market challenges and scale the business.

I recently had the honor of presenting our experience at a panel discussion at the Leadership & Human Resource Management Conference held in Cyprus on November 20. PIN-UP Global sponsored this event, which brought together leading HR and leadership development specialists. We discussed key approaches to building corporate culture, the introduction of new technologies in HR and the role of training in the strategic development of companies. Based on our experience at PIN-UP Global, I share five practical tips for creating an effective corporate training system.

1. The training system should be part of the corporate strategy

Corporate training is not an add-on to core business processes, but one of the pillars on which a company's success is built. At PIN-UP Global, we have made training part of our strategic agenda. We have created an internal learning platform (LMS) that offers courses for employees at all levels. Programs are tailored based on business needs, from integration training for new employees to management skills programs for team leaders. Our approach allows us to self-source 90% of the required courses, which is especially important in a tight market. For example, even candidates with no experience, once in PIN-UP, quickly master their profession thanks to internal courses and support from mentors.

2. Develop a culture of internal growth and mobility

A strong corporate culture is not just values on paper, but actions that reinforce those values. We launched the PIN-UP Talent program, which helps employees develop within our holding company. It includes two key phases:

- Swap&Work: employees can try out other departments to understand the specifics of new roles.

- Internship: a full period of training and work in a new department with the opportunity to move to a new position.

Such a program not only encourages internal hiring, but also helps employees better understand the business as a whole, which has a positive impact on the results of the entire holding company.

3. Mentoring as a talent retention tool

Mentoring is an effective way not only to help novice specialists master their profession, but also to motivate experienced experts to share their knowledge. At PIN-UP Global, we have introduced a mentoring program, which is based on individual work of senior experts with junior ones. We provide our mentors with knowledge of adult learning and practical skills on how to use it, after which they help their mentees to develop and implement individual development plans. This approach not only speeds up the process of adaptation and training of employees, but also creates an atmosphere of trust and mutual assistance within the team.

4. Make knowledge accessible and encourage knowledge sharing

Training should be as accessible and convenient for employees as possible. We have introduced interactive courses in the corporate LMS, where employees can choose when and how to learn. In addition, we are developing a culture of knowledge sharing. For example, after attending external trainings, employees share their insights with their colleagues. For this, they receive internal corporate currency - pincoins, which can be exchanged for gift certificates or goods. Also on our corporate platform PIN-UP TEAM we are developing Knowledge Sharing Space - a space where all the knowledge and experience of our employees is accumulated. This is a library, a calendar of educational events and professional communities that help to quickly receive advice from specialized internal experts and share their own experience and knowledge.

5. Use technology to increase engagement

In the age of digitalization, technology plays a key role in corporate training. We are actively adopting interactive tools like MIRO, Zoom virtual rooms for mini-group work, and platforms like Mentimeter for real-time feedback. We are also exploring the use of artificial intelligence to automate processes and personalize learning. This allows us to create unique learning paths for employees and improve learning effectiveness.

Why is corporate training an investment in the future? Companies that bet on employee development do not only get a qualified team, but also the loyalty of their specialists. With the shortage of staff in the market, such approaches allow businesses to grow and scale.

At PIN-UP Global we believe that corporate training is not only a tool for solving current tasks, but also a way to create leaders who will drive the business forward. And we are happy to share our experience and inspire other companies to create their own training system.

*Svitlana Khaikova, Head of Learning & Development at PIN-UP Global