APPROACHES TO EMPLOYEE DEVELOPMENT IN CZECH ORGANISATIONS

Lucie Vnoučková,Hana Urbancová,Helena Smolová

doi:10.7160/eriesj.2015.080101

Abstract

Education, development, knowledge management, career development and talent management are currently often discussed themes regarding strategic management of organisations. Those concepts are strategically important. Therefore the aim of the article is to evaluate possibilities of employee education and development and identify main approaches to employee development in Czech organizations. The results are based on a quantitative survey by questionnaire data collection. The results shows that 70% of respondents have possibility of development; 86% uses their skills and abilities and 63% stated that their employer support their development. On the contrary, 27% do not feel any possibility to grow and that may lead to disaffection, loss of production or even to employee turnover. Based on the results of the analysis, employees, who miss adequate level of development are usually key and knowledge employees; it is necessary to support their career plans and development to retain them in organisation.

Highlights

Constant change in the external environment and the implementation of new trends in business requires that organizations adapt to new conditions, and that they respond to them appropriately
Talent management may be considered as a proper tool for applying and retaining talented employees, and which consists of three activities, the recruitment, development, and retention of these workers, and yet it is necessary that they are motivated to work, that they consider their work stimulating and interesting, that they may have and feeling of personal success and, last but not least, that they may find in it an opportunity for personal development
Results have indicated that a total of 43.2% of employees tend toward the opinion that the organization in which they work is devoted to the development of talented employees

Summary

Introduction

Constant change in the external environment and the implementation of new trends in business requires that organizations adapt to new conditions, and that they respond to them appropriately. Talent management may be considered as a proper tool for applying and retaining talented employees, and which consists of three activities, the recruitment, development, and retention of these workers, and yet it is necessary that they are motivated to work, that they consider their work stimulating and interesting, that they may have and feeling of personal success and, last but not least, that they may find in it an opportunity for personal development. All of these factors and many others influence the resulting loyalty of the worker to the organization in which they work

Objectives

Results

Conclusion