Mildzikhov Z.T.

The ways of development of learning organizations are considered in the article. The article shows that such organizations use a variety of forms of staff development: individual and group, traditional and in the process of activity, as well as training, consulting, coaching, mentoring, rotation. Organizations that do not want to learn and do not take into account changes in the environment, according to the authors, can not succeed. Maintaining continuous online learning is one of the main factors of a strong competitive position in the market today. The authors show that in the learning organization the significance of the employee is determined by his/her skills and abilities, while in traditional companies the main criterion is his position. In learning organizations, employees make their own decisions about their work areas, whereas in traditional organizations they are mostly executors. In learning organizations, the norms and rules that employees of these organizations adhere are changeable, in the best of these organizations the loyalty and trust to the company are cultivated. There is often the ossification of internal processes and structures in the traditional organizations. The article suggests recommendations for the development of the organization as a learning one, with the use of values management approaches.