instructions how to use
Chief Finance Office
Head of Finance
Deputy head of
Billing & Credit
Invoicing & Controlling
Credit Control Team
& Payment Team
Head of Business
Head of Department
Facility / Frame and Indirect Material
and Services Teams
Construction Procurement &
Sales & Commercial Development Function
Key Tenants Team
Lease Team ("Food,
Beverages & Leisure")*
New Brands Team*
BTL & Projects
MEGA Brand &
& Competence Group
Khimki Business Park Administration
Property Service Russia Function
Head of Department
Country FM Project
Mega Services Group
We are happy to fill in as soon
as we receive information!
▪ To show educational activities for different positions in the company in a transparent and easy way to choose.
▪ To help you to define educational activities for the future steps: to grow in your current position or/and across functions.
Please get acquainted with Basics (Talent Approach, 70-20-10 Model, Staircase and Educational Activities) and Guidance.
Have a nice journey!
It's a joint
Spot talent –
who do you see?
as a talent
Everyone is seen as a talent
We attract and recruit based оn values
Spot talent – Who do you see?
Many ways to grow
It´s a joint Responsibility
Best practicies, work in a changing and unusual situation, expanding the area of responsibilities and taking important decisions help to implement new skills and reinforce an existing skill.
FACT: Education which we get on
the job is 3 times more effective
than formal studying.
Information that we hear from colleagues is one of the tools to develop ourselves; feedback, mentoring and coaching help to realize what steps should be taken to reach the goal.
FACT: We get 40% of
knowledge and skills from
Formal Education (10%):
Classroom, Courses, E-Learning, Reading
FACT: If we don't apply the received knowledge during the first 2 weeks, our mind will keep only 10% from what we have read, and 20% from what we have heard.
You should constantly use 70-20-10 model to achieve a better result and make your studying more dynamic interesting and comprehensive.
Within Learning Offer you can also see professional trainings organized internally by Matrix Departments.
A training on how the business is run in other business.
Goal setting Talk for Probation Period* (Line Manager)
Information security basic - E-learning (C&D)
Welcome to IKEA traning - 4 hours (C&D)
Correction Talk (Optional)* (Line Manager)
Probation Talk* (Line Manager)
3-day Introduction to IKEA Centres Russia business (C&D)
* To find forms please proceed: IKEA Centres Russia/Our organization/HR
Function/On-boarding in IKEA Centres Russia
My Conscious Leadership.
In the role leading others, leading
leaders and leading matrix.
Nomination by head of Function,
agreed in Management review.
|PMO||(PLC) Project Life Cycle for construction related projects (9026)|
|Document Control Training (9027)|
|Project Scheduling Training (9028)|
|Marketing||Marketing Introduction for Marketing Newcomers (9029)|
|Marketing Digital Days (9030)|
|Individual Marketing Training (9031)|
|(ICMMP) IKEA Centres Marketing Management Program (9032)|
|Business navigation||Financial Project Follow up training (9033)|
|Risk Assessment (9034)|
|Risk Management Introduction (9035)|
ICSC European Retail Property School.
Nomination by head of Function, agreed in Management review.
A study trip is "reality check" or "on the job" training on how the business is run in other business units. Every study trip must have a clear training purpose. Specific learning described as well as how the knowledge gained in the trip should be used when back on the job.
How to organize
Manager of a co-worker requiring a study trip must submit a request to the Head of Function with the following information:
Head of the Function submits the approval to L&D for including the education into the records of the co-worker's specific training list.
When back from the trip a study trip report should be presented to the manager and shared with the team.
Get chargedWe would like to remind you that “in class” trainings can give you only 10% of knowledge you need.
In line with the Competence ProfileThis book describes both soft and professional trainings, however a desired future Job Position can require a special education. Please consult JDCP for a desired future position (Job specific knowledge, Capabilities and Essentials for a particular job) to define precise Development plan and time frame.
There should always be a need
The first and most important step in the development cycle is to establish the need for a training, because it requires a commitment from both a co-worker and the company in terms of time and cost.
There is a list of available and recommended activities but reasonability should be confirmed by the Line Manager!
When a training is not reasonable:
▪ You already have the skill and only small fine-tuning needed.
▪ The skill won’t be implemented immediately after attending a training.