COMPANY TRAINING FROM THE EFFICIENCY AND EFFECTIVENESS POINT OF VIEW

dc.creator	STAŇKOVÁ, Dana Maria
dc.creator	DRDLA Miloš
dc.date	2012-03-01T00:00:00Z
dc.date.accessioned	2015-08-12T11:22:21Z
dc.date.available	2015-08-12T11:22:21Z
dc.identifier	1803-1617
dc.identifier	https://doaj.org/article/8c92c38d09c64232a3043f379b3908b0
dc.identifier.uri	http://evidence.thinkportal.org/handle/123456789/29384
dc.description	The paper concentrates on the topic of efficiency and effectiveness of company training. This work has set research goals that were solved using the interrogation method, questionnaire technique and free interview. Goal No. 1 was to investigate the situation in the company training from the motivation aspect and stimulating education system requirements. Goal No. 2 was to determine the use of educational methods, forms of training from the point of view of their efficiency. Goal No. 3 was to investigate into the attitude toward company training evaluation and exploitation of the individual levels of educational process efficiency evaluation. As a resource for the training efficiency evaluation the authors used Kirkpatrick’s 4-level Learning Evaluation Model extended with the ROI method. The research group consisted of a) HR managers / managers from the SME sectors, b) participants of these companies’ training programmes. The most important requirements for an efficient stimulating educational system involve the conformity with the needs and goals of the company, linking with the performance system and accord with the needs of an individual. The research has shown that in certain educational methods and forms there occurs conformity between the frequency of their usage in practice and apprehension of their efficiency, e.g. the controlled discussion method and the direct group education form. In others, such as the practical example method and individual consultation form, their usage in practice is minimal, but there is a high apprehension rate of their efficiency. The efficiency evaluation is implemented mostly only on the 1st and 2nd level (the reaction level and learning level). However, in a responsible approach to the efficient use of financial means invested into the training process also a shift of evaluation on the 3rd and 4th level (transfer to the work-place level and business result level) and ROI are necessary.
dc.language	English
dc.publisher	Czech University of Life Sciences Prague
dc.relation	http://www.eriesjournal.com/_papers/article_162.pdf
dc.relation	https://doaj.org/toc/1803-1617
dc.source	Journal on Efficiency and Responsibility in Education and Science, Vol 5, Iss 1, Pp 10-24 (2012)
dc.subject	Company training
dc.subject	Effectiveness
dc.subject	Efficiency
dc.subject	Responsibility
dc.subject	Management
dc.subject	Evaluation
dc.subject	Education (General)
dc.subject	L7-991
dc.subject	Education
dc.subject	L
dc.subject	DOAJ:Education
dc.subject	DOAJ:Social Sciences
dc.subject	Education (General)
dc.subject	L7-991
dc.subject	Education
dc.subject	L
dc.subject	DOAJ:Education
dc.subject	DOAJ:Social Sciences
dc.subject	Education (General)
dc.subject	L7-991
dc.subject	Education
dc.subject	L
dc.subject	Education (General)
dc.subject	L7-991
dc.subject	Education
dc.subject	L
dc.subject	Education (General)
dc.subject	L7-991
dc.subject	Education
dc.subject	L
dc.title	COMPANY TRAINING FROM THE EFFICIENCY AND EFFECTIVENESS POINT OF VIEW
dc.type	article