EMPLOYEE EDUCATION METHODS : Final paper

Obrazovanje zaposlenika, odnosno ljudi generalno, opće je prihvaćeno kao jedan od primarnih čimbenika u ostvarenju gospodarskog rasta i razvitka čija se korisnost očituje putem dokaza suvremene znanstvene literature u kontekstu tržišta rada i distribucije dohotka. Sukladno činjenici da suvremena poduzeća više ne mogu garantirati stalno radno mjesto uz stalni radni odnos, važno je da svojim zaposlenicima osiguraju mogućnost kontinuiranog, cjeloživotnog poslovnog, ali i osobnog napretka koje tržište rada zahtijeva jer se upravo znanje i vještine radne snage smatraju dominantnim konkurentskim oružjem. Obrazovanje na poslu jedan je od specifičnih oblika neformalnog obrazovanja koje podrazumijeva stjecanje znanja i vještina izvan ili unutar organizacije u kojoj zaposlenik djeluje. Određivanje prikladne metode koju će određeni kandidat pohađati ujedno ovisi o njegovu predznanju, opisu posla, kao i o vrsti djelatnosti poduzeća. U radu će se objasniti različite metode obrazovanja na radnom mjestu poput metode obrazovanja rotacije posla, metoda slučajeva, igranja uloga, mentorstva i sličnih te razlozi takvog procesa. Cilj ovoga rada jest objediniti različite spoznaje o obrazovanju odraslih osoba dirigiranih od strane menadžmenta organizacije, neprestanih socijalnih promjena i tehnološkog napretka putem pojmova cjeloživotnog obrazovanja, društva znanja te povezanosti tržišta rada i izobrazbe. Naposlijetku završnog rada navedene se metode evaluacije stečenog znanja po završetku obrazovne aktivnosti uz privatne i društvene, odnosno tržišne povrate od investiranja u osposobljavanje.Employee education, i.e. people in general, is generally accepted as one of the primary factors in achieving economic growth and development, the usefulness of which is manifested through the evidence of modern scientific literature in the context of the labor market and income distribution. In line with the fact that modern companies can no longer guarantee a permanent job with a permanent employment relationship, it is important to provide their employees with the possibility of continuous, lifelong business and personal progress required by the labor market. On-the-job education is one of the specific forms of non-formal education which implies the acquisition of knowledge and skills outside or within the organization in which the employee operates. Finding the appropriate method that a particular candidate will attend also depends on his prior knowledge, job description, as well as the type of activity of the company. The paper will explain the different methods of education in the workplace such as the education method of job rotation, case method, role-playing, mentoring etc., and the reasons for such a process. The aim of this paper is to combine different knowledge about adult education directed by the management of the organization, continuous social change and technological progress through the concepts of lifelong learning, knowledge society and the connection between the labor market and education. At the end of the final paper, the methods of evaluation of the acquired knowledge after completion of the educational activity along with private and social or market returns from investing in training are listed