Lifelong Learning, Training and Development Employee’s Perspective

Abstract

In this paper authors are aiming to explore the level of perception on the topic of trainings from employees’ perspective, as well as learning and development of employees after they reached the labor market and their impact in human capital. To stay competitive and survive in job market it is suggested to acquire higher and broader skills and competencies. To achieve this, it is necessary to use training and development as a function of Human Resources Management. Therefore, the main purpose of this paper is to identify the impact of training and development and the concept of lifelong learning. For this research 450 questionnaires were used with the public and private institutions regarding the level of trainings they have participated. The importance of trainings increases with technological changes and information technology, globalization and a lot of other factors have their impact in importance of continuing adult education and lifelong learning. In this paper will be explored also what training practices represent as a key component in human resource management. Where from our findings we can say that most of the trainings in Kosovo are on job trainings, with highest level of participants in the age from 21- 35, this age group uses trainings for learning, age group of 36 -50 years use trainings mostly for sharing information’s, while age group 51-65 years, use mostly trainings for learning and sharing information, they also have the highest level of using trainings for development. Most of the employees find trainings as compulsory for achieving better skills, compulsory trainings are positively correlated with on job training Pearson Correlation 0.83 which is significant .000 at the 0.01 level (2-tailed) from the descriptive data we can find that depending on the age group and education level Information technology trainings have different results. Employees with higher education have less interest in Information Technology trainings compared to employees with lower levels of education. So, in general, this research aims to give a clear description of employees’ perspective regarding trainings as on job trainings, IT trainings, and their transfer of trainings to the job market some of employees use it for learning, some employees for sharing information and some for further professional development.

Monte Journal Volume 7, No.2 (2020): April

“…(Millmore, 2007) .While continuous investment in the advancement of knowledge and skills of human resources creates a competitive advantage for the organization or company (Mathis & Jackson, 2011). For Kosovo according to the study conducted from Beqiri & Mazreku (2020) the most commonly used trainings for workers in Kosovo are on job and seminar trainings, and although traditional organizational training and development programs are still useful, the new forms of development, such as rotations and coaching, start to play their role in self-directed and self-designed careers. Zaleska & Meneze (2007).…”

Peculiarities of employee professional development in the world, European Union and Latvia

“…In turn, enterprises that invest in improving the skills of their employees become competitive both domestically and internationally. The potential benefits of employee professional development may not be obvious and do not always follow immediately after training, but it certainly increases competitiveness (Beqiri & Mazreku, 2020). Th.…”

“…In scientific and analytical literature, employee professional development is conceptually understood as a component of lifelong learning (INSEAD et al, 2017(INSEAD et al, , 2018(INSEAD et al, , 2019(INSEAD et al, , 2020Bersin & Zao-Sanders, 2019;Beqiri & Mazreku, 2020). The relevance of lifelong learning in the world is due to the increasing role of education in the economy, caused by the change in the global economic model in the 21st century.…”

Impact of Eu Grants on Education in Kosovo

“…For Kosovo according to the study conducted from Beqiri & Mazreku (2020) the most commonly used trainings for workers in Kosovo are on job and seminar trainings, and although traditional organizational training and development programs are still useful, the new forms of development, such as rotations and coaching, start to play their role in self-directed and self-designed careers. Zaleska & Meneze (2007).…”