Continuous Learning Opportunities Research Articles

EMPLOYEES TALENT MANANEMENT PRACTICES

This research papers explores employee Talent management practices. The sample size is 196. Talent management practices encompass various strategies and processes designed to attract, develop, retain, and engage employees who are crucial to an organization's success. This involves identifying the right talent for specific roles through effective job descriptions, targeted sourcing, interviewing techniques, and candidate assessments. Providing continuous learning opportunities, training programs, and career development paths helps employees enhance their skills, stay motivated, and grow within the organization. Identifying and developing internal talent for future leadership roles ensures continuity and minimizes disruptions in key positions. Creating a positive work environment, promoting work-life balance, recognizing achievements, and fostering open communication are vital for keeping employees engaged and motivated.

Exploring Financial Literacy: A Study of Socioeconomic Factors

This research project examines the relationship between socioeconomic factors and financial literacy among individuals in India. The study utilizes primary data collected through structured questionnaires from a diverse sample of respondents engaged in personal finance management. Descriptive analysis reveals that the average age of respondents is 24.4 years, with a wide range of income levels ranging from ₹0 to ₹200,000. Inferential analysis, including correlation and regression, indicates a significant positive correlation between income levels and financial literacy ratings. Furthermore, younger individuals and those with higher education and income levels exhibit better financial literacy. Based on these findings, the study recommends targeted financial education programs, early financial literacy initiatives, income-related interventions, and continuous learning opportunities to enhance financial literacy and promote economic stability in India. This research contributes to the understanding of the determinants of financial literacy and provides insights for policymakers, educators, and financial institutions to develop effective strategies for improving financial well-being in the Indian context.

Driving transformation in higher education: Exploring the process and impact of educational innovations for sustainability through interdisciplinary studies

AbstractIn recent years, there has been a growing focus on innovation research, particularly in the manufacturing and information technology sectors in the US and Europe. However, the disruptions caused by the recent pandemic called for more innovations, especially in the education industry. Innovation is viewed as an outcome of a set of various drivers. This study explored faculty perspectives on the drivers of innovation that can transform the curriculum into an interdisciplinary model to promote sustainability in education. Additionally, it examined the relationship between these drivers and the outcome of innovation, particularly at the process level. An explanatory sequential mixed‐method approach was employed to collect quantitative and qualitative data from a purposeful sample of 60 faculty members at one federal higher education institution in the United Arab Emirates. Findings indicated that while there is a correlation between the drivers and process of innovation and sustainability in education, other factors played a more significant role in facilitating this transformation. Empowering faculty members and involving them in the process of transformation, connecting them with the institutional vision and mission for innovation, fostering a clear understanding of the value of the transformation, providing faculty with continuous professional learning and development opportunities to promote the use of innovative pedagogical methods, are among the key factors.

Critical Aspects of a Higher Education Reform for Continuous Lifelong Learning Opportunities in a Digital Era

In the knowledge society today, there is a strong need for providing continuous lifelong learning opportunities. Recently, the Covid-19 pandemic has acted as a catalyst for technology enhanced learning, involving new challenges for higher education. The main focus for this study has been the ongoing reform of higher education for providing lifelong learning opportunities. This study is the second phase of a Delphi study on higher education reform. Data were gathered by email interviews with an expert panel, where all respondents have genuine knowledge in the field of technology enhanced lifelong learning. The interview answers were analysed according to the Grounded Theory concepts of open coding and axial coding. The central main category for the axial coding was ‘Higher education reform for the provision of lifelong learning opportunities. This category was later found to be dependent on ‘Infrastructure’, ‘Multimodal delivery’, ‘Pedagogical change’, ‘Financial aspects’, and ‘Quality and organisation’, ‘Digital literacy’, ‘Accessibility’, and ‘Equity, diversity and inclusion’.

Strategic HRM in the logistics and shipping sector: Challenges and opportunities

Strategic Human Resource Management (HRM) plays a critical role in the success and sustainability of organizations, particularly in dynamic and competitive industries such as logistics and shipping. This review explores the challenges and opportunities inherent in implementing Strategic HRM practices within the logistics and shipping sector. In recent years, the logistics and shipping industry has witnessed significant transformations due to globalization, technological advancements, and evolving customer demands. Consequently, HRM strategies must adapt to these changes to effectively manage human capital and drive organizational performance. One of the primary challenges faced by HR professionals in the logistics and shipping sector is the recruitment and retention of skilled talent. The industry's high demand for specialized skills, coupled with a shortage of qualified professionals, intensifies competition among companies. Moreover, the transient nature of employment in this sector, characterized by seasonal fluctuations and contract-based arrangements, complicates talent management efforts. Strategic HRM approaches must address these challenges by implementing robust recruitment strategies, offering competitive compensation packages, and providing opportunities for continuous learning and career development. Additionally, the logistics and shipping industry operates in a highly regulated environment with stringent safety and compliance standards. HRM practices must ensure that employees are adequately trained and compliant with industry regulations to mitigate risks and maintain operational efficiency. This necessitates the implementation of rigorous training programs, safety protocols, and performance management systems to uphold organizational standards and ensure employee well-being. Despite these challenges, Strategic HRM in the logistics and shipping sector presents significant opportunities for innovation and growth. Advancements in technology, such as automation and data analytics, enable HR professionals to streamline processes, enhance workforce productivity, and make data-driven decisions. Moreover, strategic partnerships with educational institutions and vocational training centers can facilitate the development of a skilled workforce tailored to the industry's evolving needs. Strategic HRM in the logistics and shipping sector is vital for addressing challenges, optimizing workforce performance, and capitalizing on opportunities for sustainable growth. By adopting a strategic approach to human resource management, organizations can navigate the complexities of the industry landscape and achieve competitive advantage in the global market.

Strategic HRM in the logistics and shipping sector: Challenges and opportunities

Strategic Human Resource Management (HRM) plays a critical role in the success and sustainability of organizations, particularly in dynamic and competitive industries such as logistics and shipping. This review explores the challenges and opportunities inherent in implementing Strategic HRM practices within the logistics and shipping sector. In recent years, the logistics and shipping industry has witnessed significant transformations due to globalization, technological advancements, and evolving customer demands. Consequently, HRM strategies must adapt to these changes to effectively manage human capital and drive organizational performance. One of the primary challenges faced by HR professionals in the logistics and shipping sector is the recruitment and retention of skilled talent. The industry's high demand for specialized skills, coupled with a shortage of qualified professionals, intensifies competition among companies. Moreover, the transient nature of employment in this sector, characterized by seasonal fluctuations and contract-based arrangements, complicates talent management efforts. Strategic HRM approaches must address these challenges by implementing robust recruitment strategies, offering competitive compensation packages, and providing opportunities for continuous learning and career development. Additionally, the logistics and shipping industry operates in a highly regulated environment with stringent safety and compliance standards. HRM practices must ensure that employees are adequately trained and compliant with industry regulations to mitigate risks and maintain operational efficiency. This necessitates the implementation of rigorous training programs, safety protocols, and performance management systems to uphold organizational standards and ensure employee well-being. Despite these challenges, Strategic HRM in the logistics and shipping sector presents significant opportunities for innovation and growth. Advancements in technology, such as automation and data analytics, enable HR professionals to streamline processes, enhance workforce productivity, and make data-driven decisions. Moreover, strategic partnerships with educational institutions and vocational training centers can facilitate the development of a skilled workforce tailored to the industry's evolving needs. Strategic HRM in the logistics and shipping sector is vital for addressing challenges, optimizing workforce performance, and capitalizing on opportunities for sustainable growth. By adopting a strategic approach to human resource management, organizations can navigate the complexities of the industry landscape and achieve competitive advantage in the global market.

Best Practices and Strategies for Talent Acquisition, Retention and Development in Egypt

Purpose: The aim of the study was to investigate best practices and strategies for talent acquisition, retention, and development.
 Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries.
 Findings: In talent management, key strategies include assessing both skills and cultural fit in recruitment, providing continuous learning opportunities, promoting diversity and inclusion, offering competitive compensation, and fostering a supportive work environment through regular feedback and opportunities for advancement. These practices contribute to successful talent acquisition, retention, and development.
 Unique Contribution to Theory, Practice and Policy: Human capital theory, psychological contract theory & resource-based view (RBV) may be used to anchor future studies on best practices and strategies for talent acquisition, retention, and development. Organizations should adopt a comprehensive talent management approach that strategically integrates these practices, ensuring consistency across HR functions.HR policies and guidelines should promote the alignment of talent management practices, emphasizing the synergy between acquisition, retention, and development to optimize human capital.

Investigation of distance education students' opinions on distance education, their expectations on student-student interaction in distance education and their perceptions regarding the community feeling

Distance education offers opportunities for widespread and continuous learning, granting access to information without limitations of time or location. Despite its numerous advantages, the absence of social interaction stands out as a primary obstacle in online learning, as these interactions can play a pivotal role in mitigating students' feelings of isolation and disconnection. Current trends in higher education seek to support students not only in meeting their academic requirements but also in addressing their emotional and mental well-being. This study aims to investigate the perspectives of associate degree students engaged in distance education on various aspects of this mode of learning, their expectations regarding interaction with fellow students, and their perceptions of the community feeling. To conduct this study, a cross-sectional survey method was utilized, involving 102 associate degree students enrolled in distance education programs. The findings of this study suggest that students express a reasonable level of satisfaction with distance education. Students enrolled in distance education courses express a desire to engage with their peers while pursuing online courses. While students may experience some sense of community in the realm of distance education, this sense may not reach a fully satisfactory level. Both the sense of community in distance education and student-student interaction in online courses have a significant and positive impact on students' overall perceptions of distance education.

The Synergy Between Financial Education, Economic Well-Being, and Financial Stress: An Analysis of Interconnections and Reciprocal Effects

Background: Economic well-being and financial stress have been identified as crucial factors determining quality of life. This study aims to analyze financial education, economic well-being, financial stress, and their interrelations. With this, we seek to provide a more nuanced insight into the financial reality and its implications on individuals' quality of life, which has contributed to the enrichment of the field of study in question. Methods: The research is framed within an applied inquiry paradigm, with a quantitative approach. The survey technique was used, followed by subsequent statistical analysis. The sample consisted of 100 faculty members from the Technical University of Manabí. Results: Among the results, it was highlighted that financial education was positively associated with age, education, and marital status. This indicates that as people age, they acquire more financial knowledge and skills, resulting in better financial education. Conclusions: Among the most relevant conclusions, it supports the idea that financial education and economic well-being are interrelated and can be influenced by individual and socioeconomic factors. It is essential to address financial education and promote healthy financial practices from an early age, to provide opportunities for continuous learning throughout life.
 
 Received: 21 September 2023 / Accepted: 15 October 2023 / Published: 5 November 2023

Utilization of the dimensions of learning organization for enhanced hospital performance

BackgroundThe healthcare system of Saudi Arabia has evolved radically into an institution that is adaptive to global change and is abreast with new advances in medical field to meet Saudi Vision 2030. The concept and practice of the dimensions of learning organization could provide a framework to significantly improve organizational performance. This study explores the practice of the seven dimensions of LO and determines their utilization toward enhanced performance at hospitals in Hail, Kingdom of Saudi Arabia (KSA). The findings of this study will help improve organizational (hospital) performance.MethodThis cross-sectional study included 117 nurse respondents from various government and private hospitals in the Hail region. Staff nurses were surveyed using the Dimensions of Learning Organization Questionnaire (DLOQ), and supervisors and managers were interviewed.ResultsCreation of continuous learning opportunities, team learning and collaboration, and strategic leadership in learning were perceived to be very satisfactorily utilized. Promotion of dialogue and inquiry, systems to capture and share learning, and empowerment and connection of the organization to the community were perceived to be satisfactorily utilized. Furthermore, the dimensions were found to be directly correlated, evidently signifying a strong relationship.ConclusionOverall, hospitals in the Hail region were found to be learning organizations. The dimensions of learning organization were utilized very satisfactorily, and the culture of learning was strongly embedded in the hospitals' systems and practices.

A Study on Self-directed Learning Experiences of Mature Students in Liberal Arts Courses at University

The purpose of this paper is to study the self-directed learning experiences of mature students in liberal arts courses at universities. In this study, the above mentioned experiences were analyzed through focus group interviews, as a qualitative research method, targeting five mature students enrolled a B liberal arts course at university. The results of this study are as follows. First, at the time of entering university, the research showed that mature students attempted learning at university with high school friends, attempted learning at university immediately after completing high school courses, attempted learning at university as a driving force for life, and attempted learning at university for the purpose of acquiring qualifications. Second, at the time of their application for liberal arts courses, the mature students chose liberal arts courses based on the department's collective timetable and the liberal arts policy in relation to the distance education provided by the university. Third, during the liberal arts courses, the mature students learned with classmates through competition and cooperation, through effort of repetition, through joyful participation, and through empathy understanding. Fourth, at the time of evaluation of liberal arts courses, the mature students grew through a belief in themselves, through the realization of the value of learning, and through their sastifactions with life as it pertained to their communication with their families. Fifth, in the preparation period for the next semester of university, the mature students challenged themselves by auditing other university classes and by engaging in extracurricular activities. The suggestions based on the results of this study are as follows. First, it is necessary to overcome the restrictiveness and rigidity of the existing university liberal arts courses by linking them with lifelong education. Second, it is necessary to provide continuous learning opportunities for mature students through advanced programs and in-depth programs in liberal arts courses. Third, it is necessary to promote learning motivation for mature students by strengthening the relevance of university courses with the real lives of their learners, as well by strengthening the interactions of students in liberal arts courses. Fourth, it is necessary to build a learning environment in which mature students can learn autonomously.

Education Policy Institutions’ Comprehension of the School as a Learning Organisation Approach: A Case Study of Latvia

The economic crises of recent years, the COVID-19 pandemic and growing dissatisfaction with the quality of education have proved that national education systems throughout the world require large-scale transformations. Effective implementation of these large-scale reforms also requires highly qualified professionals. Latvia has introduced reforms targeting issues in educational philosophy, teaching content, pedagogical approach and school management. The School as a Learning Organisation (SLO) model, which envisages continuous individual and collective learning of all stakeholders involved in the education process, has currently come into the spotlight of policy makers. The SLO consists of seven dimensions: (1) developing and sharing a vision centred on the learning of all students; (2) creating and supporting continuous learning opportunities for all staff; (3) promoting team learning and collaboration among all staff; (4) establishing a culture of inquiry, innovation and exploration; (5) embedding systems for collecting and exchanging knowledge and learning; (6) learning with and from the external environment and larger learning system; and (7) modelling and growing learning leadership. It is characterised by a broad set of performance indicators, the deeper understanding of which requires academic and practical knowledge. The purpose of the current study is to examine the perceptions of representatives of education policy institutions to predict the efficacy of the SLO implementation in Latvia. Three semi-structured focus group discussions were conducted with the participants and deductive and inductive content analyses were carried out. The findings showed that policy makers highlighted “promoting team learning and collaboration among all staff” and “modelling and growing learning leadership” dimensions as the most important and best understood dimensions of the SLO. On the contrary, “embedding systems for collecting and exchanging knowledge and learning” was the least understood dimension by education policy makers. The results of the study indicate that a comprehensive understanding of the SLO model is necessary in order to implement it effectively and for its implementation to promote the transformation of education in Latvia.

The challenges of military adaptation to the cyber domain: a case study of the Netherlands

ABSTRACT Whilst NATO speaks increasingly publicly about the military use of cyber operations, adaptation to the cyber domain has reportedly been challenging for most militaries. Little research has sought to understand the nature of these challenges. This study seeks to address this gap through a case study of the Netherlands. By utilizing a range of primary and secondary sources, this article reveals that the Dutch Defense Cyber Command has faced significant constraints in its adaptation to the cyber domain, primarily due to issues related to organizational structure, operational mandate, and the availability of skills and resources. A cyber command that lacks regular opportunities for day-to-day operations and where personnel may not have continuous learning opportunities to acquire and refine their skills will encounter difficulties in recruiting, training, and retaining a proficient workforce. These findings highlight the tendency of observers to mistakenly equate the mere establishment of a cyber command with the existence of a robust military cyber capability – namely, the ability to effectively carry out and sustain a range of cyber operations for tactical or strategic purposes.

Preparing and Developing the Capabilities of Entrepreneurs in the Digital Age

Purpose: This discussion highlights the significance of preparing for and adapting to the digital era. Rapid shifts in technology, communication, and business models necessitate a high degree of readiness and resilience. Theoretical framework: This fundamental review of existing concepts and theories serves as a roadmap for developing the arguments you will implement in this work. Design/methodology/approach: The discussion also provides strategic recommendations for organizations aiming to thrive in the digital landscape, emphasizing the integration of technology and data, the cultivation of a learning and adaptive mindset among employees, and the promotion of a culture that encourages change and creativity Findings: The rapid changes in technology, communication, and business models make preparedness and flexibility crucial. The conversation underscores the importance of developing necessary capabilities such as the use of digital technology, analytical thinking, and effective planning and management in human resources Research, Practical & Social implications: Furthermore, the importance of Corporate Social Responsibility (CSR) in the digital era is highlighted. Businesses are encouraged not just to focus on profit-making, but also to consider their environmental, social, and societal impacts. By establishing responsible and sustainable business practices, organizations can build trust with consumers and society at large, enhancing their brand image and potentially leading to long-term success. By incorporating CSR principles. Originality/value: In addition, continuous learning and upskilling in the digital era are of utmost importance. As technology evolves at an unprecedented pace, the skillsets required in the workplace are also rapidly changing. It is therefore critical for businesses to invest in digital skills training and provide employees with opportunities for continuous learning. This not only prepares employees to adapt to changes in their current roles but also equips them with the skills needed for the jobs of the future.

ФОРМУВАННЯ ЕФЕКТИВНОЇ СИСТЕМИ УПРАВЛІННЯ ПЕРСОНАЛОМ ПІДПРИЄМСТВ IT-ГАЛУЗІ

This article examines the crucial aspects involved in developing an effective personnel management system within IT companies. Given the rapid growth and constant innovation in the IT industry, the competition for skilled and talented employees has intensified. Therefore, it is imperative for IT enterprises to establish an efficient system that can attract, retain, and effectively manage personnel to ensure their success. The article commences by emphasizing the significance of a well-designed personnel management system in the IT sector. It underscores the need for such a system to address the unique challenges and requirements specific to the industry. The key components of an effective system are discussed, encompassing job design, recruitment and selection, training and development, performance management, and compensation and benefits. Training and development are deemed essential for nurturing employees’ skills and keeping pace with technological advancements. The article stresses the importance of providing continuous learning opportunities, mentoring programs, and career growth paths to foster employee engagement and development. The article explores effective performance management systems as a means of providing regular feedback, setting clear goals, and recognizing exceptional achievements. It emphasizes the utilization of data-driven performance evaluations and the implementation of agile performance management approaches. Furthermore, the article delves into the significance of competitive compensation and benefits packages within the IT industry, taking into account the high demand for top talent. It underscores the need for organizations to offer attractive remuneration, flexible work arrangements, and opportunities for achieving a work-life balance. Moreover, the article highlights the necessity for IT companies to embrace agile HR practices in order to adapt to the rapidly evolving industry landscape. This entails promoting flexible work arrangements, encouraging innovation and creativity, and fostering a culture of collaboration and continuous improvement.

Learning Culture and Innovative Work Behaviour: Does Attitude Toward Change Matter?

Purpose: This empirical research aimed to analyze the mediating role of attitude toward change (ATC) on the relationship between the learning organization dimensions (LODs) and innovative work behaviour (IWB) among academics with the rank of professor in Malaysian public higher education institutions (HEIs). Theoretical framework: Organizational effectiveness, leading to sustainable goal development to happen swiftly, requires an attitude toward change (ATC) that leads to IWB among the institutional members who are undoubtedly already in a learning culture with supporting milieus. Design/methodology/approach: 366 valid survey responses were collected using self-administered questionnaires delivered through the online survey with professors serving Malaysian public HEIs as target respondents. The study used Partial Least Square Structural Equation Modeling (PLS‐SEM) for exploratory data analysis and hypothesis testing. Findings: The results indicate that four LODs, systems connection, strategic leadership, continuous learning and dialogue and inquiry, significantly affect IWB in the presence of ATC as a mediator. On the other hand, ATC cannot mediate the outcome of IWB substantially, testing for the following exogenous variables: team level of learning, and two different dimensions of learning at the organization level, embedded system and empowerment. Research, Practical & Social implications: This study can be instructive for HEIs policymakers and those charged with institutional change and development. The study found that the HEIs’ effort in creating dynamic continuous learning opportunities and endless action in creating a culture of enthusiasm for questioning, timely feedback, and research enhanced the IWB through the upshot of ATC. At the structural level, encouraging active participation and contributions to global intelligence and learning-oriented leadership marks the progress of the IWB. The capacity of the HEIs to integrate people and structures ultimately reaches healthier work behaviour necessary for the present needs of creative educational institutions. Practical implications and future research opportunities are in this empirical paper. Originality/value: The study empirically supports the strength of measures used to gauge the LODs, ATC and IWB. The mediating effects of ATC are substantial, with solid research evidence to suggest it is essential to identify what influences employee attitudes to change to facilitate and optimize employee receptiveness to change and, therefore, the likely success of HEIs change.

THE 21ST CENTURY SKILLS GAP IN THE KENYAN EDUCATIONAL SYSTEM: A FOCUS ON PUBLIC SECONDARY SCHOOLS IN WEBUYE WEST SUB COUNTY, KENYA

The quote from Alvin Toffler “the illiterate of the 21st century will be those who cannot learn, un learn and re learn can be used to describe the educational system of a country which hopes to equip learners with relevant 21st century skills”. However, there is a widespread consensus that education systems are failing to adequately prepare learners with the relevant 21st century skills necessary to succeed in life, and career and be better citizens. The study adopted a descriptive survey research design. Primary data was collected using structured questionnaires and checklists. A census approach was used to select all 47 secondary schools in Webuye West Sub County. Purposive sampling was used to pick 4 teachers from each school. The four teachers were picked from the language department, Humanities department, Mathematics department, and Sciences department respectively. The sample size was 188 teachers. SPSS was used to analyze data. Descriptive statistics such as frequencies, percentages, mean and standard deviation was used. Findings reveal that the educational system in Kenya prioritizes competitive exams while underplaying 21st century skills that are needed to make learners better citizens. This implies that there is a high 21st century skills gap between both the teachers and the learners in most of the public secondary schools in Kenya. The study concluded that in 21st century all educators (teachers) play a critical role in shaping the lives of learners. When the teaching and learning process is at its best, learners will be better citizens and better human beings in society and in the nation at large. Therefore, educators should act as mentors and peer coaches with fellow educators, pursuing continuous learning opportunities and unlearn, learn and relearn to make better educators.<p> </p><p><strong> Article visualizations:</strong></p><p><img src="/-counters-/soc/0004/a.php" alt="Hit counter" /></p>

Coaching as an educator: Critical elements in a faculty development program

Introduction: Coaching has gained acceptance in the education field as a way to enable learners to achieve their fullest potential. In the endeavor to set up a coaching ecosystem in our university, we started by equipping our educators with fundamental coaching skills and techniques. Our training workshop, Coaching As An SIT Educator, covers the key coaching competencies and is highly practice focused. Participants get hands-on skills practice using contextualised scenarios that are based on realistic academic, workplace and clinical placement settings. Methods: To address concerns on time-effectiveness, we adopt a solution-focused approach to coaching. We want to create a mindset shift for educators, from subject experts providing advice and solutions, to coaches asking powerful coaching questions that help students make discoveries and work towards their goals. We encourage our educators to engage students holistically by finding coachable moments in their daily student interactions. Results: Competency-based assessments are conducted to determine achievement of the learning outcomes, articulated by the knowledge, attitude, and demonstration of coaching skills with students. Assessments consist of a reflection, multiple-choice question (MCQ) quiz, and scenario-based coaching role plays. Participants achieved the learning outcomes as demonstrated from the assessments. Conclusion: The coach training workshop is the major pillar of our coaching initiative. Beyond the workshop, ongoing coaching development is supported through other activities and resources, including community of practice, coaching circle and knowledge repository. Opportunities for continuous learning and conversation platforms for sharing coaching experiences are part of the growing coaching ecosystem at SIT.

Knowledge Management as a powerful tool to increase competitiveness. Exploring interrelations of knowledge management and adult learning in the context of the learning organization

Organisations consider knowledge as a vital factor and important resource, as effective knowledge management can stimulate sustainable competitive advantages for firms, (Darroch, 2005, Liebowitz, 2001). Therefore, improving knowledge management processes especially in terms of effectiveness and efficiency became crucial for the learning organisations (Omotayo, 2015)
 This paper thus explores whether and how knowledge management works in various organisations operating in Hungary. Our empirical research inquires KM initiatives detectable in these organizations, their knowledge management systems, the potential roles of digital technology in the field of knowledge management and their environment and networking opportunities in knowledge sharing. The study uses data collected from 265 employees of various companies in Hungary, it uses independent samples t-test (ANOVA), Scheffe analysis and Spearman’s rank corelation to investigate correlations between different dimensions and items of the Dimensions of Learning Organisations Questionnaire (Watkins and Marsick, 2003). Research results show that organisations mostly focus on providing continuous learning opportunities and neglecting other important factors, they face challenges in terms of effective adult learning, meantime managers may not be fully exploiting their potential in terms of knowledge management. Customer satisfaction and its connectedness to knowledge management systems are hardly recognised and less integrated, though this is key success factor for business competitiveness. ICT investment and strategies are not necessarily connected to such important dimensions like knowledge management strategy, leadership, future vision or creating continuous learning opportunities.

Areas of Training of Young Specialists Through Professional Development of Academic Staff in the Field of Education

The purpose of the article is to study the direction of training young specialists through the professional development of academic staff in the field of education. The areas that require regular research, updating and professional development from specialists based on the analysis of the areas of work of teachers of higher education institutions were identified. The main key competencies for lifelong learning have been identified. The training courses offered to teachers and academic staff at the Ivan Franko National University of Lviv were presented. Skills are proposed for mastering as the main learning outcome for the academic staff of Ivan Franko National University of Lviv. The training courses and programs offered by SoftServe have been identified by the monitoring of opportunities for practical training of teachers. For higher education institutions, professional development for academic staff is a mandatory element of the education quality assurance system and can take place through participation in master classes, seminars, trainings, webinars, and workshops. It has been established that academic staff, given the workload and challenges they face in terms of professional development and maintaining mental and emotional health, should receive professional help and support. Professional supervision can be helpful, which can help both individually and within the university. We believe that for academic staff to perform their tasks effectively, higher education institutions should provide them with quality material and technical support, and opportunities for continuous learning and development. A well-designed educational program will be the key to success for its developers, higher education institutions, students, and employers. It is necessary to create an environment of periodic discussion with employers of existing educational programs and their main components, which will allow timely making of important adjustments in response to important problems and topical issues. The principles by which the educational program is developed have been identified. The criteria for self-assessment and accreditation of educational programs have been formed.