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2019, vol. 7, br. 2, str. 115-125
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Značaj treninga zaposlenih u savremenoj organizaciji
The importance of training in contemporary organizations
a'Mirna Kuća' Employment Agency, Belgrade bCollege of Criminalistics and Security in Niš, Niš + University of Montenegro, Faculty of Tourism and Hospitality, Kotor, Montenegro
e-adresa: vukan.s@ucg.ac.me
Sažetak
Ovaj rad objašnjava koncept treninga i razvoja karijere zaposlenih, nivo znanja radnika, profit koji su neke kompanije ostvarile od stalnog usavršavanja radnika, kao i način na koji organizacioni psiholog uz podršku menadžmenta procenjuje potrebu zaposlenih za određenom vrstom obuke, u skladu sa metodom, mestom i načinom obavljanja rada. Prema rezultatima istraživanja, postoji jasna povezanost između osposobljenosti svakog zaposlenog i dugoročnog rasta produktivnosti organizacija. Učenje i razvoj radnika može biti moćno sredstvo za pridobijanje i zadržavanje zaposlenih, jer ulaganje u njihovo napredovanje ukazuje na to da organizacija ceni svoje radnike, unapređuje njihovu karijeru, podstiče ih da budu uspešniji na poslu, što istovremeno čini i samu organizaciju profitabilnijom. Pravni propisi regulišu profesionalni razvoj zaposlenih, kao i obaveze poslodavaca u vezi sa ovom tematikom. Prema članu 49. Zakona o radu, poslodavac je dužan da zaposlenom omogući obrazovanje i obuku, ako to zahtevaju potrebe procesa rada i uvođenje novog načina organizacije rada. Metodologija se zasniva na sekundarnom istraživanju i studiji slučaja.
Abstract
This paper describes the concepts of training and career development for employees, level of knowledge of workers, the profit that some companies had from continuous training, and the way in which an organizational psychologist, with the support of management, assesses the need of employees for a particular type of training, according to the method, place and way of work performance. According to the researches, there is a positive correlation between the competencies of each individual employee and the long term growth of productivity of organizations. Learning and development of employees can be a powerful recruitment and retention tool, because investment in employees development demonstrates that the organization values its people, improves their career, makes them more successful at work, and also makes the organization more profitable. The legal norms regulate the professional development of employees, as well as the obligations of the employer who deal with this issue. According to article 49 of the Labor Law, the employer is obliged to provide the employee with education and training, if it is required by the needs of the work process and the introduction of a new way of work organization. The methodology is based on desk research and case study.
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