The Relationship Between the Form of Employment and Employee Training and Developing Opportunities in Organizations

Abstract

In modern organizations, the importance of employee training and development is increasingly emphasized because as it allows them to improve their qualifications and develop new competencies and attitudes useful for the organization. On the other hand, the flexible forms of employment, which are less permanent than indefinite period employment contracts, are increasingly used in organizations. The aim of the paper is to present the relationship between the form of employment and employee training and developing opportunities in organizations. The paper presents the results of research conducted by means of a diagnostic survey, with the use of a questionnaire among 569 employees of the Province of Silesia. A research process was conducted on the basis of grounded theory, and statistical analysis was conducted using the SPSS for Windows, assuming the level of significance at 0.05. In order to compare people with different forms of employment, the Kruskal-Wallis test was used. The research results indicated that there are certain relationships between the form of employment and employee training and development opportunities in the organization. Statistically significant differences were shown between the form of employment and the assessment of employee development opportunities, the form of employment and the assessment of employee promotion opportunities in the organization and the form of employment and the assessment of employee professional development opportunities.

Developing future competencies of people employed in non-standard forms of employment: employers’ and employees’ perspective

“…In the case of C6, the result may be justified by the fact that people employed on a contract of mandate more often declare performing individual work than teamwork (Huk, 2011). The results only partially confirmed previous findings about the differences between the self-employed and workers with a contract of mandate with regard to professional development (Kot-Radojewska, 2018). Only in the case of contracts of mandate and its impact on the employers' investments in C4 and C6 was there confirmation of the statements, previously published in the literature on the subject, that the low employability of workers in non-standard FoEs is related to employers' investing less in their development (Bernstrøm et al, 2019;Piwowar-Sulej and Ba ˛k-Grabowska, 2021).…”

“…Qualitative research by Krasiejko (2016) covering workers employed under contracts of mandate has shown that this FoE can lead to precarization, disappointment with working conditions, and worker frustration. In turn, self-employed people, in comparison to those employed under a contract of mandate, show higher self-esteem and declare more often that they feel appreciated in organizations (Kot-Radojewska, 2018).…”

“…In the same case studies, employers haven't differentiated their approach to the provision of training between the selfemployed and the employees under a contract of employment (Ba ˛k-Grabowska, 2016). Research carried out by Kot-Radojewska (2018) showed that the self-employed assessed the possibility of improving their professional competencies in an organization high in Some authors argue that the competencies comprising employability constitute a decisive factor rather than job security understood as long-term employment in one organization (De Cuyper et al, 2019;Guest and Isaksson, 2019). It should, however, be assumed that in such cases the responsibility for developing competencies will be borne to a greater extent by entities other than the employer, including the workers themselves.…”

Zrównoważone Zarządzanie Zasobami Ludzkimi – wybrane zagadnienia

“…W badaniu przeprowadzonym w Polsce wykazano, że to zatrudnieni na umowy o pracę na czas nieokreślony, w porównaniu z zatrudnionymi w innych formach, najwyżej oceniają m.in. takie aspekty pracy, jak możliwość rozwoju, awansu czy profesjonalnego szkolenia (Kot-Radojewska, 2018). Przyjmując pespektywę długookresową, zauważa się, że zatrudnieni w formach niestabilnych niejako podwójnie tracą: pracodawcy mniej w nich inwestują, obniżając tym samym ich szanse na przyszłe zatrudnienie (Bernstrøm, Drange i Mamelund, 2019).…”