If an organisation is to develop in today’s highly competitive environment, it cannot do so without continuous training and development of its employees. The benefit to the individual can be assessed by a measurable degree of his knowledge, mastering a certain operation, etc. Evaluating the effectiveness of training is not easy, because very often we work with quantities that are difficult to quantify, and therefore difficult to measure. The prerequisite is the precise definition of educational goals and ensuring the controllability of educational results (training). This article aims to find factors influencing evaluation of effectiveness of employee training and development. The data was obtained from a questionnaire survey in which 207 organisations operating in the Czech Republic participated. The results show that when evaluating the effectiveness of employee training, organisations prefer methods based on subjective evaluation by an evaluator (direct supervisors, colleagues), but also on their own self-evaluation regarding the number of training days. Due to the coronavirus pandemic, current human resources (HR) trends and priorities for 2021 have changed significantly. The systematic process of evaluating employee training effectiveness depends on the business sector (p-value 0.022), on the fact that the organisation is or is not a part of a larger group (p-value 0.000), on (non)existence of an HR department (p-value 0.000), and on the organisation size (p-value 0.000).
There are currently significant differences in the approach to various age groups in many fields of human activity. Due to the global demographic trend of an increasing age of population and growing number of people in the 50+ category, it is necessary to adopt measures that take age into account on the social level and also in the process of organisational management; these measures are collectively referred to as age management. The aim of this paper is to identify and evaluate factors on the organisational level that influence the application of age management in organisations. The partial objective is then to determine the impact of these organisational factors. The data was collected through quantitative research, specifically a survey among n = 549 selected organisations in the Czech Republic. The results show that significant factors influencing the application of age management include the sector in which the company operates, size of the organisation and majority ownership. The article provides the formula for a logit function that can be used to determine the probability of various scenarios of the application of age management in organisations. The article is focused on organisational factors influencing the application of age management in practice to build the employer's good brand and to attract knowledge workers.
scite is a Brooklyn-based organization that helps researchers better discover and understand research articles through Smart Citations–citations that display the context of the citation and describe whether the article provides supporting or contrasting evidence. scite is used by students and researchers from around the world and is funded in part by the National Science Foundation and the National Institute on Drug Abuse of the National Institutes of Health.
hi@scite.ai
10624 S. Eastern Ave., Ste. A-614
Henderson, NV 89052, USA
Copyright © 2024 scite LLC. All rights reserved.
Made with 💙 for researchers
Part of the Research Solutions Family.