THE NECESSITY OF EMPLOYEE EDUCATION

In terms of companies, education and training belong to the most important investments
in human capital. Although, education and training of employees is a normal part
of the operation of many companies, all enterprises should be aware of its importance and
give it constant attention. The basis of employee education is mainly to increase the potential
of human resources and human capital, which constitutes the major part of the organization
and enables organizations competitiveness in the labor market and of course personal development
of employees. One of the most effective approaches to learning and development of
human resources in the company is introducing a comprehensive set of educational programs
and training. Through the vocational education and training of employees, the company may
achieve their greater loyalty to the company and its values. In addition, employees are led to
greater independence and have more opportunities for self-fulfillment, especially if they are
provided with knowledge and opportunities for skills development in terms of their continuing
professional development in the company. The paper points out to the importance of vocational
employee education and the role of lifelong learning. The aim is to analyze and
compare the employee participation in the activities of lifelong learning at V4 countries.
Moreover, a separate attention is paid to participation in non-formal employer-sponsored education
supported enterprises. The process of training for enterprises in areas which can contribute
to achieving better results in terms of corporate and continual improvements in business
processes through more efficient use of human potential is currently one of the important
activities in maintaining the quality of personnel. In general, the intensity and coverage
of employee education depend on staffing strategy and company policy.

Full text (pdf)

[1] Ali Taha V., Sirková M. Vzdelávanie a rozvoj zamestnancov, [in:] Zborník vedeckých prác
katedry ekonómie a ekonomiky ANNO 2011, Prešovská univerzita v Prešove, Prešov 2011,
p. 15–27.
[2] Antošová M., Manažment ľudských zdrojov v praxi, ES F BERG, Košice 2008.
[3] Antošová, M. Csikósová, A., Mihalčová, B.. Professional Education of Employees Provided
through Tax School, “Procedia – Social and Behavioral Sciences” 2014/116, p. 1626–1630.
[4] Bachman, K., Corporate e-learning: exploring a new frontier, WR Hambrecht + Co.,
http://www.internettime.com/Learning/articles/hambrecht.pdf.pdf (last viewed 23.01.2015).
[5] Bednárová L., Liberko I., Trends in the firm`s organization and management, Trends in the
development of machinery and associated technology, TMT 2010: 14th international
research/expert conference: proceedings, Faculty of Mechanical Engineering in Zenica,
Zenica 2010, p. 205–208.
[6] Blossfeld H.-P., Kilpi-Jakonen E., Vono de Vilhena D., Buchholz S. Adult Learning in
Modern Societies: An International Comparison from a Life-course Perspectives. Edward
Elgar Publishing, 2014.
[7] Blundell R., et. al. Human Capital Investment: The Returns from Education and Training to
the Individual, the Firm and the Economy, “Fiscal Studies” 20/1 (1999),
http://www.ifs.org.uk/fs/articles/0017a.pdf, p. 1–23. (last viewed 20.01.2015).
[8] Dugasová B., Bartóková Ľ., E-learning – the opportunity for SMEs, [in:] ERENET Profile.
Budapest: Small Business Development Centre, Corvinus University of Budapest, 2013, 8/2
(2014), pp. 33–43.
[9] European Commission, Adult participation in lifelong learning, 2012,
http://ec.europa.eu/education/lifelong-learning-policy/doc/monitor12/adult_en.pdf (last
viewed 10.02.2015).
[10] Eurostat, Lifelong learning – LFS data, http://ec.europa.eu/eurostat/statistics-explained/index.
php/Lifelong_learning_statistics (last viewed 13.02.2015).
[11] Eurostat, Adult Education Survey, http://ec.europa.eu/eurostat/web/microdata/adult_
education_survey (last viewed 13.02.2015).
[12] Gergelová E., Motivation for Lifelong Learning in Terms of (Un)Employment. Proceedings of
the Joint International IGIP-SEFI: Annual Conference 2010. Diversity unifies – Diversity in
Engineering Education, 19th–22nd September 2010, Trnava, Slovakia, SEFI, Brussels 2010.
[13] Hamburg I., Lindecke Ch., Lifelong learning, e-learning and business development in small
and medium enterprises, [in:] Lifelong e-learning: bringing e-learning close to lifelong
learning and working life; a new period of uptake, Proceedings of the EDEN 2005 Annual
Conference, Univ. of Technology and Economics, Budapest 2005, p. 79–84.
[14] Majtán M., et al. Manažment. Sprint vfra, Bratislava 2007.
[15] Novák J., Efektívny manažment podniku a podnikatelské vzdelávanie, [in:] Mezinárodní
vedecká conference. Ekonomické znalosti pro tržní praxi, Filozofická fakulta Univerzity
Palackého v Olomouci, Katedra aplikované ekonomie, Olomouc 2009.
[16] OECD, OECD Insights. Human Capital: How what you know shapes your life,
http://browse.oecdbookshop.org/oecd/pdfs/free/0107101e5.pdf (last viewed 2.01.2015).
[17] Ručinská S., Ručinský R., Partnerstvo univerzity a podnikov v regióne ako predpoklad
regionálneho rozvoja, [in:] Teória a prax verejnej správy: zborník príspevkov z vedeckej
konferencie s medzinárodnou účasťou organizovanej Fakultou verejnej správy UPJŠ v
Košiciach, Košice, 16–17.10.2008, s. 43–49.
[18] Seňová A., Teplická K., Čulková K., Utilization models of machines renovation in mining
company, SGEM 2010: 10th international multidisciplinary scientific geoconference,
conference proceedings, vol. 1, Bulgaria. Sofia, pp. 943–950.
[19] Urbancová H., Linhartová L., Staff Turnover as a Possible Threat to Knowledge Loss,
„Journal of Competitiveness” 2011/3, p. 84–98.