Warianty tytułu
Języki publikacji
Abstrakty
Objective: The purpose of this paper is to verify and determine changes in training and development processes regarding the COVID-19 pandemic in Polish companies.
Research Design & Methods: The research was conducted in 100 companies using CAWI and was addressed to human resource (HR) specialists, mainly in large companies from a diverse range of sectors, mainly in manufacturing, public sector, ICT, and transport. The tailored questionnaire consisted of 62 statements addressing the following dimensions: training and development (T&D) policy, organisational expectations, procedures of preparation, implementation and monitoring of T&D, participants, evaluation, and financing and investment in T&D. The theoretical base of the paper is human resource development (HRD) theory.
Findings: The results indicate several changes made by organisations as a result of the pandemic, some of which were only temporary, while others became a permanent feature of T&D policies. Generally, Polish companies managed to adapt to the environmental changes caused by the COVID-19 pandemic to the satisfaction of both employees and employers.
Implications / Recommendations: Results of the research can be used to improve training and development programmes offered by companies to increase employees' skills, knowledge, and attitudes in the workplace. They could also help to adjust the training to the new situation and conditions in the post-pandemic period. Finally, they can serve institutions responsible for policy provision of HRD at a national level to provide possibilities to apply for funding for T&D activities.
Contribution: No detailed quantitative study has been done so far to analyse if and how training and development activities have changed over the past few years, especially in the Polish business environment. (original abstract)
Research Design & Methods: The research was conducted in 100 companies using CAWI and was addressed to human resource (HR) specialists, mainly in large companies from a diverse range of sectors, mainly in manufacturing, public sector, ICT, and transport. The tailored questionnaire consisted of 62 statements addressing the following dimensions: training and development (T&D) policy, organisational expectations, procedures of preparation, implementation and monitoring of T&D, participants, evaluation, and financing and investment in T&D. The theoretical base of the paper is human resource development (HRD) theory.
Findings: The results indicate several changes made by organisations as a result of the pandemic, some of which were only temporary, while others became a permanent feature of T&D policies. Generally, Polish companies managed to adapt to the environmental changes caused by the COVID-19 pandemic to the satisfaction of both employees and employers.
Implications / Recommendations: Results of the research can be used to improve training and development programmes offered by companies to increase employees' skills, knowledge, and attitudes in the workplace. They could also help to adjust the training to the new situation and conditions in the post-pandemic period. Finally, they can serve institutions responsible for policy provision of HRD at a national level to provide possibilities to apply for funding for T&D activities.
Contribution: No detailed quantitative study has been done so far to analyse if and how training and development activities have changed over the past few years, especially in the Polish business environment. (original abstract)
Rocznik
Numer
Strony
31--50
Opis fizyczny
Twórcy
autor
- Wroclaw University of Economic and Business
autor
- Wroclaw University of Economics and Business
autor
- Universidade Lusófona de Humanidades e Tecnologias
Bibliografia
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Typ dokumentu
Bibliografia
Identyfikatory
Identyfikator YADDA
bwmeta1.element.ekon-element-000171688428
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