Organisational Determinants of Employee Training and Development
Ključne besede:
Employee Training and Development, Strategic Management, Organisational Factors, Companies, Survey, Correlation AnalysisPovzetek
In today’s rapidly evolving, technology-driven business environment, companies must continuously enhance workforce competencies through training and development to remain competitive. However, in many organisations, employee training is either absent or conducted in an ad hoc and unsystematic manner. The purpose of this paper is to examine which organisational factors influence firms’ decisions to engage in employee training. The research uses correlation analysis on a sample of Serbian companies drawn from the World Bank Enterprise Surveys conducted in 2019 and 2024. It examines the relationship between selected organisational factors and the incidence of employee training. The results show that organisations characterized by higher levels of management maturity and more developed strategic management practices are more likely to provide employee training in a regular and systematic manner. These findings support organisational transformation efforts aimed at establishing employee training and development as a continuous organisational activity.
Prenosi
Literatura
Al-Harthy, F. N., & Yusof, N. A. (2016). Impact of transformational leadership style on employee job performance: The mediating effect of training. International Journal of Science and Research, 5(6), 499-503. DOI: 10.21275/v5i6.10616021
Anlesinya, A. (2018). Organizational barriers to employee training and learning: evidence from the automotive sector. Development and Learning in Organizations: An International Journal, 32(3), 8-10. DOI: 10.1108/DLO-03-2017-0022
Baldwin, J. R., & Johnson, J. (1995). Human capital development and innovation: The case of training in small and medium-sized firms. Statistics Canada Working Paper, 74.
Beke, E., Horvath, R., & Takacs-Gyorgy, K. (2020). Industry 4.0 and current competencies. Naše gospodarstvo/Our economy, 66(4), 63-70. DOI: 10.2478/ngoe-2020-0024
Capozza, C., & Divella, M. (2019). Human capital and firms’ innovation: evidence from emerging economies. Economics of Innovation and New Technology, 28(7), 741-757. DOI: 10.1080/10438599.2018.1557426
Coetzer, A., & Perry, M. (2016). Factors Influencing Employee Learning In Small Firms. Jurnal Penelitian Pendidikan Guru Sekolah Dasar, 6. DOI: 10.1108/00400910810917037
Ganah, A., & Rennie, A. (2009). Barriers to Training for Employees at SMEs in the Construction Sector. Proceedings TG59 People in Construction, (pp. 138-146).
Hecklau, F., Orth, R., Kidschun, F., & Kohl, H. (2017). Human resources management: Meta-study-analysis of future competences in Industry 4.0. In Proceedings of the International Conference on Intellectual Capital, Knowledge Management & Organizational Learning (pp. 163-174).
Hortense, B., Alberto, M., & Angelika, R. (2018). Unlocking success in digital transformations. McKinsey & Company Website. Available at: https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/unlocking-success-in-digital-transformations#/
Kowal, B., Włodarz, D., Brzychczy, E., & Klepka, A. (2022). Analysis of employees’ competencies in the context of industry 4.0. Energies, 15(19), 7142. DOI: 10.3390/en15197142
Kulkarni, P., Mutkekar, R., & Ingalagi, S. (2020). Role of strategic management for employee engagement and skill development for start-ups. Vilakshan-XIMB Journal of Management, 17(1/2), 79-95. DOI: 10.1108/XJM-07-2020-0036
Marmier, F., Deniaud, I., Rasovska, I., & Michalak, J. L. (2021). Towards a proactive vision of the training for the 4.0 Industry: From the required skills diagnostic to the training of employees. IFAC-PapersOnLine, 54(1), 1144-1149. DOI: 10.1016/j.ifacol.2021.08.135
Piperkova, I., Lozanoska, A., & Djambaska, E. (2021). Barriers to employee skills development: Comparative analysis of firms in North Macedonia. Economic Development, 2-3.
Pitić, G., & Vučković, A. (2021). Organizational factors of innovativeness in Serbian enterprises. Naše gospodarstvo/Our economy, 67(2), 20-28. DOI: 10.2478/ngoe-2021-0009
Rabemananjara, R. N., & Parsley, C. (2006). Employee training decisions, business strategies and human resource management practices: A study by size of business. Small Business Policy Branch, Industry Canada.
Rial-Gonzalez, P., Sarceda-Gorgoso, M. C., & Santamaría Queiruga, O. (2024). Lifelong learning as a response to the challenges of Industry 5.0 within the context of Horizon 2030. Educar, 60(2), 305-319. DOI: 10.5565/REV/EDUCAR.2054
Rida-E-Fiza, S., Farooq, M., Mirza, F. I., & Riaz, F. (2015). Barriers in employee effective training and learning. Mediterranean Journal of Social Sciences, 6(3S2). 230-240. DOI: 10.5901/mjss.2015.v6n3s2p240
Saniuk, S., Caganova, D., & Saniuk, A. (2023). Knowledge and skills of industrial employees and managerial staff for the industry 4.0 implementation. Mobile Networks and Applications, 28(1), 220-230. DOI: 10.1007/s11036-021-01788-4
Sony, M., & Mekoth, N. (2022). Employee adaptability skills for Industry 4.0 success: a road map. Production & Manufacturing Research, 10(1), 24-41. DOI: 10.1080/21693277.2022.2035281
Stanton, P., & Pham, H. T. (2014). Managing employee performance in an emerging economy: perceptions of Vietnamese managers. Asia Pacific Business Review, 20(2), 269-285. DOI: 10.1080/13602381.2013.825975
Susomrith, P., & Coetzer, A. (2015). Employees’ perceptions of barriers to participation in training and development in small engineering businesses. Journal of Workplace Learning, 27(7), 561-578. DOI: 10.1108/JWL-10-2014-0074
The World Bank (2019). The Serbia 2019 Enterprise Survey. The World Bank. Available at: https://microdata.worldbank.org/index.php/catalog/3721
The World Bank (2019a). The Serbia 2019 Enterprise Survey Data Set. The World Bank. Available at: https://www.enterprisesurveys.org/en/data/exploreeconomies/2019/serbia
The World Bank (2024). The Serbia 2024 Enterprise Survey. The World Bank. Available at: https://microdata.worldbank.org/index.php/catalog/6700
The World Bank (2024a). The Serbia 2024 Enterprise Survey Data Set. The World Bank. Available at: https://www.enterprisesurveys.org/en/data/exploreeconomies/2024/serbia
Tomašević, A. N. (2023). Reshaping the future of work: Navigating the impacts of lifelong learning and digital competences in the era of 5.0 industry. Social informatics journal, 2(1), 1-6. DOI: 10.58898/sij.v2i1.01-06
Turcotte, J., Léonard, A., & Montmarquette, C. (2003). New Evidence on the Determinants of Training in Canadian Business Locations. The Evolving Workplace Series. Catalogue No. 71-584-MPE No. 5. Human Resources and Skills Development Canada. Service Canada, Ottawa, ON K1A 0J9, Canada.
Vlačić, E. (2021, September). Challenges in Strategic Positioning of Small Open Economies Towards The 5th Industrial Revolution. In IRASA International Scientific Conference Science, Education, Technology and Innovation Seti III 2021 (pp. 29-40). Zagreb: IRASA–International Research Academy of Science and Art Department for the Republic of Croatia.
Vrchota, J., Mařiková, M., Řehoř, P., Rolínek, L., & Toušek, R. (2019). Human resources readiness for industry 4.0. Journal of Open Innovation: Technology, Market, and Complexity, 6(1), 3. DOI: 10.3390/joitmc6010003
Prenosi
Objavljeno
Izjava o dostopnosti podatkov
Findings in this paper are based on publicly available databases: The World Bank (2019a) and The World Bank (2024a).
Številka
Rubrika
Licenca
Avtorske pravice (c) 2026 Aleksandar Vučković, Ernest Vlačić, Jovan Jezdimirović
To delo je licencirano pod Creative Commons Priznanje avtorstva-Nekomercialno-Brez predelav 4.0 mednarodno licenco.