EMPLOYEE LEARNING AND DEVELOPMENT IN ORGANISATIONS

Authors

  • Lucie Vnoučková The University of Economics and Management

DOI:

https://doi.org/10.7160/eriesj.2013.060305

Keywords:

Development, efficiency, employee, learning, organisation, talent

Abstract

The primary goal of all organisations is efficiency of human resources. Therefore activities as HR controlling, performance management but also cutting costs are the main theme. Current organisations need to monitor human resources to keep their competitiveness. Thus paper describes the key factor of organisational efficiency - employee education, talent management and the necessity to retain skilled employees. The aim of the paper is to reveal the current approach in organisations to education and learning based on primary survey of employees. The data were collected using quantitative primary survey in Czech organisations across sectors. The questionnaire was compiled based on the theoretical background. The paper has been processed based on the analysis of secondary sources, outcome synthesis and the evaluation of results of a questionnaire survey. The data were analysed using descriptive statistic, correlation analysis and factor analysis. The SPSS programme was used for the analyses. The outcomes were categorized and the analyses revealed the main factors affecting organisational approach to employee learning and development. The results identify three possible approaches in organisations to employee learning and development. The first type of organisations educates employees by their own rules, second type does not support education of employees in any way, it is only an interest of employees themselves and thirdly knowledgeable employees were identified as those employees do as much as possible to learn and grow and they choose job position in order to develop constantly. The results can be taken into account in further analysis and in organisation of adult education.

References

  • Anderson, V. (2009) Research Methods in Human Resource Management, London: Chartered Institute of Personnel Development.

  • Chwaszcz, O. (2011) ‘The end of black box: the new view of management structures’ (in Czech), Scientia et Societas, vol. 7, no. 3, pp. 70-78.

  • Colvin, G. (2010) Talent makes no difference (in Czech), Brno: Computer Press.

  • Covey, S.R. (2011) 7 habits of really successful people (in Czech), Prague: Management Press.

  • Disman, M. (2008) How to obtain sociological knowledge (in Czech), Prague: Karolinum.

  • Gosling, S.D., Rentfrow, P.J., Swann, W.B. (2003) ‘A very brief measure of the Big-Five personality domains’, Journal of Research in Personality, vol. 37, no. 1, pp. 504–528.

  • Hayes, N. (1998) Fundamentals of social psychology (in Czech). Prague : Portál.

  • Horváthová, P. (2011) Talent management, Prague: Wolters Kluwer ČR.

  • Jablonský, J. (2011) ‘Models for Efficiency Evaluation in Education’, Proceedings of the 8th International Conference on Efficiency and Responsibility in Education (ERIE 2011), Prague, pp. 110-119.

  • John, O.P., Naumann, L.P. and Soto, C.J. (2008) ‘Paradigm Shift to the Integrative Big-Five Trait Taxonomy: History, Measurement, and Conceptual Issues’, Handbook of personality: Theory and research, New York: Guilford Press.

  • Knight, S. (2011) NLP in praxis (in Czech). Prague: Management Press.

  • Königová, M., Fejfar, J. (2011) ‘Evaluation and development of managerial competencies’, Scientific papers of the university of Pardubice, vol. 10, no. 4, pp. 68-80.

  • Linhartová, L., (2012a) ‘Transfer of employees as a way of career development’ (in Czech), Trendy ekonomiky a managementu, vol. 6, no. 10, pp. 68-76.

  • Linhartová, L. (2012b) ‘Variability of Employees’ Behaviour during Disaffection’, Ekonomický časopis, vol. 60, no. 1, pp. 83-97.

  • Maslow, A. (1943) ‘A theory of human motivation’, Psychological Review, vol. 50, no. 1, pp. 370-396.

  • Maxwell, J.C. (2012) 5 levels of leadership (in Czech), Prague: BETA.

  • Mazouch, P., Fischer, J. (2001) ‘Adult Education Survey as Useful Additional Data Source for Human Capital Analyses and Prognoses’, Proceedings of the 8th International Conference on Efficiency and Responsibility in Education (ERIE 2011), Prague, pp. 215-220.

  • Meyer, J.P., Allen, N.J. (1991) ‘A three-component conceptualization of organizational commitment’, Human Resource Management Review, vol. 6, no. 1, pp. 61-89.

  • Michela, J.L. (2007) ‘Understanding employees´ reactions on supervisors´ influence behaviours’, International Journal of Organizational Analysis, vol. 15, no. 4, pp. 322-340.

  • Mráček, K. (2009) ‘State and company solution of effects of current economic crisis’ (in Czech), Scientia et Societas, vol. 5, no. 4, pp. 17-33.

  • Peters, T. (2011) Small big things (in Czech), Prague: Management Press.

  • Ramlall, S.J. (2004) ‘A Review of Employee Motivation Theories and their Implications for Employee Retention within Organizations’, The Journal of American Academy of Business, Cambridge, vol. 5, no. 1, pp. 52-63.

  • Vostrá, H., Jindrová, A., Dömeová, L. (2011) ‘The Position of the CR among the EU States Based on Selected Measures of the Lisbon Strategy’, Journal of Competitiveness, vol. 11, no. 3. pp. 50-57.

  • Vronský, J. (2012) Professiography and its practical usage in human resources in organisation (in Czech). Prague: Wolters Kluwer ČR.

  • Xin J. et al. (2011) ‘Constructing a decision support system for management of employee turnover risk’, Information, Technology and Management, vol. 12, no. 12, pp. 187-196.

  • Zeman, K. (2009) ‘The fight with poverty risk as a key factor of EU social policy’ (in Czech). Scientia et Societas, vol. 5, no. 4. 98-124.

    • Additional Files

    Published

    2013-09-30

    How to Cite

    Vnoučková, L. (2013) ’EMPLOYEE LEARNING AND DEVELOPMENT IN ORGANISATIONS’, Journal on Efficiency and Responsibility in Education and Science, vol. 6, no. 3, pp. 179–189. https://doi.org/10.7160/eriesj.2013.060305

    Issue

    Vol. 6 No. 3 (2013)

    Section

    Research Paper

    License

    Authors declare with this manuscript intended for publication to ERIES Journal that:

    • all co-authors agree with the publication of the manuscript even after amendments arising from peer review;
    • all co-authors agree with the posting of the full text of this work on the web page of ERIES Journal and to the inclusion of references in databases accessible on the internet;
    • no results of other researchers were used in the submitted manuscript without their consent, proper citation, or acknowledgement of their cooperation or material provided;
    • the results (or any part of them) used in the manuscript have not been sent for publication to any other journal nor have they already been published (or if so, that the relevant works are cited in this manuscript);
    • submission of the manuscript for publication was completed in accordance with the publishing regulations pertaining to place of work;
    • experiments performed comply with current laws and written consent of the Scientific Ethics Committee / National Animal Care Authority (as is mentioned in the manuscript submitted);
    • grant holders confirm that they have been informed of the submitted manuscript and they agree to its publication.

    Authors retain copyright and grant ERIES Journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution License that allows others to share the published work with an acknowledgement of its initial publication in ERIES Journal. Moreover, authors are able to post the published work in an institutional repository with an acknowledgement of its initial publication in ERIES Journal. In addition, authors are permitted and encouraged to post the published work online (e.g. institutional repositories or on their website) as it can lead to productive exchanges, as well as earlier and greater citation of published work.