Digitization in the construction industry has become a reality, and universities have incorporated it into their curricula. There is currently a high percentage of workers in the construction sector who are not familiar with the digital processing of documentation. The Institute of Technology and Business in České Budějovice responded to this demand with a research project of intergenerational education, which is being tested in a large construction company. Research results so far show that construction companies can be helped to educate their workers by guiding the sharing of skills and competences. The paper deals with testing the intergenerational sharing of IT competences in construction production. Testing the managed transfer of IT competences brings a new dimension to the education process that will enable accelerated adaptation of staff to the new conditions. It will help companies to reduce their training costs and enable targeted training for a specific worker. The role of the university is in the professional guarantee of the transferred competences and the management of their transfer process. The article brings experience with this new educational methodology.

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Research background: The article deals with the issue of intergenerational cooperation of different age categories. It follows up on the outputs of the research task “Intergenerational management to support digitization in construction” funded by TACR. Purpose of the article: The aim of the article is to determine the main problems of intergenerational cooperation and to analyse the current situation from the point of view of solving the necessary changes by introducing digitization in the construction industry. Methods: When modelling mutual cooperation between generations, it turns out that the key problem is the willingness to cooperate. Interpretation of the results obtained from the research was made through logical deduction and synthesis of previous knowledge in the field. Findings & Value added: The findings of the article are in the form of determining the main attributes preventing effective intergenerational cooperation with the aim of sharing digital competencies. The outputs of the article are the cornerstone for the model of intergenerational cooperation based on improving communication between generations, mutual sharing of competencies and thus the use of the strengths of individual cooperating generations (digital competence vs. long-term experience in the field). The research project shows a way to deal with the situation in companies and offers a relatively simple solution that aims to improve intergenerational cooperation and sharing competencies in order to increase the competitiveness of companies. It also offers a way to make effective use of older employees and offer them job satisfaction.

In today's digital age, organizations increasingly leverage an extended workforce ekosystém incorporating freelancers and even intelligent bots with employee ID cards to bolster their operations. This article examines the advantages and challenges of these ecosystems, offering a roadmap for organizations to effectively navigate the shift towards hybrid and fully remote working models. The successful realization of this transition heavily relies on the shared attitude towards education and learning within the extended workforce ecosystem. Drawing upon data obtained from the observational study MML-TGI, the aim of which is to assess and interpret the adoption levels of educational content and identify sociodemographic segments of consumers suitable for targeted educational content, this article presents insights into the current population attitudes towards education and learning, which hold crucial implications for designing employee training programs. The primary objective of this article is to provide organizations with comprehensive and research-based knowledge, enabling them to transition from reactive ad hoc remote work arrangements to a more sustainable and effective hybrid work approach. By acting as a bridge to the future, this study facilitates the transformation towards a strategic and intentional approach to hybrid working models that align with the needs of both employees and the organization.