scholarly journals FURTHER EDUCATION, ITS METHODS AND SELECTED CHARACTERISTICS OF ORGANISATIONS: AN EMPIRICAL STUDY OF THEIR ASSOCIATION WITH ORGANISATIONS PROFITABILITY

2021 ◽  
Vol 19 (01) ◽  
pp. 111-130
Author(s):  
Pavel Pudil ◽  
Petr Somol ◽  
Irena Mikova ◽  
Vladimir Pribyl ◽  
Lenka Komarkova
Keyword(s):  
Talent Management ◽  
Further Education ◽  
Statistical Pattern Recognition ◽  
The Czech Republic ◽  
Statistical Pattern ◽  
Mutual Relations ◽  
Hr Managers ◽  
Performance Research ◽  
And Training ◽  
Practical Implications

Purpose – The paper presents the results of the study based on a sample of 358 organisations that focuses on further education and training (FET) of their employees. It specifically investigates which specific educational methods and various characteristics of organisations are associated with their financial performance. Research methodology – The Dependency Aware Feature (DAF) selection method from statistical pattern recognition has been used to identify which of the 37 considered variables are most associated with the profitability indicators (ROA, ROCE, ROS). Findings – The profitability indices are significantly associated with some of the specific methods of FET. Organisations should pay attention particularly to instructing, coaching and mentoring. The results also confirm the importance of talent management for organisations to be successful. Research limitations – The examined sample consists solely of organisations operating in the Czech Republic. Shortly, we plan to extend the selection by including organisations from abroad. Practical implications – The study provides recommendations for HR managers for the goals they should focus on. Organisations should evaluate the impacts of FET; otherwise increasing investments in it may not have an effect. Originality/Value – The originality of the current study lies in using a new methodology based on machine learning and respecting complex mutual relations among variables.

scholarly journals Relation of selected factors of further education in organizations development and profitability of organizations

2019 ◽  
Author(s):  
Pavel Pudil ◽  
Irena Mikova ◽  
Lenka Komarkova ◽  
Vladimir Pribyl
Keyword(s):  
Empirical Study ◽  
Financial Performance ◽  
Talent Management ◽  
Further Education ◽  
Education Evaluation ◽  
Key Factors ◽  
The Czech Republic ◽  
Education Industry ◽  
And Training

Purpose – further education and training play an important role in organizations development. The paper aims to analyze its relation to the financial performance of organizations, particularly to find which factors of further education are significantly related to the organization profitability indicators. Research methodology – it is an empirical study based on 142 profit-oriented organizations operating in the Czech Republic. Multiple median regression was used to investigate the correlation among organization profitability and talent management, long-term strategy, education evaluation, investments into education, industry sector, organization size and its owner. Findings – the results provide evidence that talent management, education evaluation, investments into education are significantly related to the considered profitability indicator ratios (ROA, ROE, ROCE, ROS). Research limitations – follow from the size of the research sample, its extension is planned for the continuation of our research. Practical implications – the results of the research could stimulate organizations to pay more attention to the key factors of further education in their development so as to improve their financial performance. Originality/Value – the authors are not aware of any other empirical study from the post-transformation economies analyzing the relation of further education and the organization´s financial performance. It extends our pilot study presented at ECMLG 2017 in London. The results provide a suggestion for organizations which steps to take in order to gain the most from further education.

HR Management and Perceived Effectiveness of Further Education and Training Methods of Millennial Employees in the Czech Republic

2021 ◽  
Vol 26 (3) ◽  
pp. 415-439
Author(s):  
Irena Mikova ◽  
Lenka Komarkova ◽  
Pavel Pudil ◽  
Vladimir Pribyl
Keyword(s):  
Czech Republic ◽  
Education And Training ◽  
Further Education ◽  
Training Methods ◽  
Policy And Practice ◽  
The Czech Republic ◽  
New Employees ◽  
Hr Management ◽  
Further Education And Training ◽  
And Training

Investing in Human Resource Management (HRM), particularly in employee development through Further Education and Training (FET) at workplaces is a priority for most organisations. Our paper investigates how the participants perceive the effectiveness of particular FET methods based on an empirical study of 611 respondents from the millennial generation. The investigated sample consists of respondents employed at organisations operating in the Czech Republic. The results reveal that organisations are still regularly using certain traditional methods that do not correspond to the preferences of new employees (millennials) so are perceived as ineffective. The results should be useful for organisations seeking to adopt HRM policy and practice, particularly FET for the changes in the generation of employees.

scholarly journals Understanding Diversity of Outcomes in Organisational Training: A Literature-based View

2017 ◽  
Vol 8 (3) ◽  
pp. 123-131
Author(s):  
Muhammad Sharafat Waheed ◽  
Noraani Mustapha ◽  
Noor Ul Hadi
Keyword(s):  
Competitive Advantage ◽  
Organisational Learning ◽  
Sustainable Competitive Advantage ◽  
Organisational Performance ◽  
Learning Capability ◽  
Training Institutions ◽  
Hr Managers ◽  
The Relationship ◽  
And Training ◽  
Practical Implications

Abstract Taking into consideration the limitations of recently published studies, the present study explores the diverse outcomes of HR practices (training being one of them). From a literature-based view, it was found that organisational training improves learning capability in employees if psychological association (the value held) persuades them not to leave the organisation. The relationship between training and organisational performance is explained by employees′ performance as well as organisational learning. Findings from this study have practical implications for HR managers and training institutions, and theoretical implications for academics. The formation of intangible assets is a key source of sustainable competitive advantage even in environmental volatility.

The dynamic change in expatriate roles: strategy type and stage of internationalization

2017 ◽  
Vol 55 (8) ◽  
pp. 1770-1784 ◽  
Author(s):  
Sangeetha Lakshman ◽  
C. Lakshman
Keyword(s):  
Dynamic Change ◽  
Unique Contribution ◽  
International Expansion ◽  
Content Type ◽  
Top Executives ◽  
Hr Managers ◽  
Depth Interviews ◽  
And Training ◽  
Practical Implications ◽  
Over Time

Purpose The purpose of this paper is to provide an initial exploration of how expatriate roles change over time, across different stages of MNC international expansion, and subsequently theorize on the dynamic nature of change in expatriate roles. Design/methodology/approach The authors used the qualitative approach of building theory from interviews, creating theoretical propositions from empirical evidence. The authors conducted in-depth interviews with 22 top executives of large MNCs to derive rich descriptions on expatriate roles to build the cases which were subsequently comparatively analyzed. Findings The authors find that expatriate roles become increasingly differentiated over time, with different expatriates performing specialized roles. The findings suggest that the proportion of expatriates used as commanders in directly/explicitly controlling subsidiaries decreases over time. Role differentiation is strongly linked to the pressures for local responsiveness and pressures for standardization, respectively. Research limitations/implications The exploratory evidence and resulting theorization needs to be verified in other samples and refined further using more longitudinal designs. Practical implications Knowledge of how and when expatriate roles change provides crucial inputs to HR managers for designing expatriate jobs, selecting appropriate candidates, and preparing them through appropriate training. Originality/value The findings identify the unique contribution that expatriates in later stages move away from commander roles in to roles demanding socialization, networking, knowledge sharing, coaching, and training, especially in firms that are high on the dimension of local responsiveness. Bears become bumble-bees and spiders in later stages of internalization especially for firms pursuing multi-domestic and transnational strategies.

Talent management: a burgeoning strategic focus in Indian IT industry

2017 ◽  
Vol 49 (4) ◽  
pp. 183-188 ◽  
Author(s):  
Mohammad Faraz Naim ◽  
Usha Lenka
Keyword(s):  
Performance Management ◽  
Design Methodology ◽  
Talent Management ◽  
Primary Data ◽  
Structured Interviews ◽  
It Industry ◽  
Content Type ◽  
Hr Managers ◽  
Practical Implications

Purpose The purpose of this paper is to examine the talent management (TM) system in an Indian IT organisation. Design/methodology/approach Structured interviews were conducted to collect primary data and then content was analysed to develop the case study. Findings Recruitment, talent development, knowledge management, social media, performance management, and rewards are the main practices associated with TM. Research limitations/implications The authors acknowledge that the scope of the study is limited to the IT sector and the study is not empirically tested. Practical implications HR managers should embrace the practices of TM of the case organisation to effectively manage their workforce. Originality/value This is a first study to unravel TM in the Indian IT industry context.

Change to the Demands Made of the Teaching Profession and the Ambiguity of New Concepts

2012 ◽  
Vol 2 (1) ◽  
pp. 7-18
Author(s):  
Jana Kohnová
Keyword(s):  
Teaching Profession ◽  
Further Education ◽  
Career Progression ◽  
Quality Of Education ◽  
Ministry Of Education ◽  
The Czech Republic ◽  
New Concepts ◽  
Educational Programmes ◽  
A Current

This paper is concerned with concepts such as quality of education, evaluation of the standard of the work of the teacher and comparison of educational results. It points to the importance of standards and the difficulties involved in their implementation. It also discusses the concept of competence and its relevance to framework educational programmes and the further education of teachers. The paper also focuses on a number of trends in education that are less widely discussed: instability — permanent change, reduction of education, emphasis on topicality and practical applicability, underestimation of the system, etc. The final part of the paper presents a current project from the Ministry of Education, Youth and Sport of the Czech Republic — a proposal for career progression.

scholarly journals The signs of frenetic standstill: The concept of change in the discourse of lifelong learning and the tempo of the Czech National Qualifications Framework

2021 ◽  
pp. 0961463X2110060
Author(s):  
Tomáš Karger
Keyword(s):  
Adult Education ◽  
Technological Change ◽  
Document Analysis ◽  
Further Education ◽  
Prior Learning ◽  
The Czech Republic ◽  
Organizational Hierarchy ◽  
National Qualifications Framework ◽  
Recognition Of Prior Learning ◽  
Recent Developments

The aim of this study is to interpret recent developments in the field of adult education in the Czech Republic through the theory of social acceleration. The study is designed as focused ethnography, drawing upon observation, interviewing, and document analysis. The material is read through the concepts of acceleration and frenetic standstill and contextualized in the discourses on industry 4.0 and recognition of prior learning. The study shows how the notion of constant technological change drives the Czech discourse of adult education, introducing a sense of urgency and pressing for faster developments in the further education of adults. However, the field of adult education exhibits a lack of consistency in its development, translating into absenting sense of progress. Within this context, the Czech National Qualifications Framework (NQF) has produced a steady output of qualification standards even though its internal processes have been prolonged. The tempo of the NQF and the absenting sense of progress can be read as signs of a frenetic standstill, accompanied by a high fluctuation of individuals on all levels of an organizational hierarchy. The study argues that acceleration is not driven by technological change in the observed context as the examined discourses expect. Instead, social acceleration seems to be perpetuating itself as a relatively independent force, eroding institutions that are seen as key in adapting to the incoming transition.

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