The text examines the transformation of corporate training in the context of the digitalization of the economy and its role as a strategic tool for the formation of human capital and increasing the innovative activity of staff. Based on Rosstat statistics, it is shown that with an increasing share of organizations engaged in technological innovations, the overall level of innovation activity remains relatively low, which actualizes the search for internal factors of the effectiveness of innovation processes. The approaches of domestic researchers to understanding corporate training as an element of modern personnel policy and competitiveness mechanism are analyzed, as well as the evolution of electronic forms of learning and LMS functions — from "course repositories" to integrated ecosystems with analytics, personalization and integration with HR processes. The key advantages of LMS (scalability, collaboration, performance analytics, content adaptation) are highlighted and the barriers to implementation (technical, organizational, social), including resistance to change and the digital generation gap, are systematized. Based on industry data, the trends of the Russian L&D market are outlined: the dominance of blended learning, the growth of business-oriented assessment metrics and the expansion of experiments with AI tools while maintaining the overall conservatism of the sector. The conclusion about the need for a comprehensive, step-by-step implementation of the LMS, combining technological readiness, change management and motivational mechanisms, is substantiated.
corporate training, human capital, innovation, HR digitalization, LMS, blended learning, HR analytics, artificial intelligence
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