The role of training practice in improving organizational performances in selected countries of Danube Region: A research based on Cranet 2015/16 results

Slavić, Аgneš; Berber, Nemanja

doi:10.5755/j01.ee.30.1.17857

Cited by 9 publications

(8 citation statements)

References 35 publications

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“…What is also very important is the average amount of training costs, as a part of wage costs, on an annual basis. Serbian organizations on average invest 2.68% of the cost of salaries in training, which is below the European average of around 4% (Morley, Slavić, Poór and Berber, 2016;Slavić and Berber, 2019).…”

Section: Results Of the Researchmentioning

confidence: 88%

A research on the socially responsible human resource management in Serbia

Berber¹,

Slavić²,

Leković³

2019

Škola biznisa

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Corporate social responsibility (CSR) and sustainable development are concepts that at their core deal with the socially responsible behavior of economic and political actors, i.e. balancing economic, social and environmental goals. CSR is linked to all aspects of management, especially Human Resource Management (HRM). HRM occupies a special place in the area of social responsibility because it refers to people who are engaged in the organization and who are considered to be one of the most important resources of any organization. The aim of the paper is to investigate the relationship between CSR and sustainable development, on the one hand and HRM, on the other. The subject of the paper covers the link between the concept of CSR, sustainable development, and HRM, based on empirical analysis of corporate data from the Republic of Serbia. The research methodology includes theoretical research of the available literature and data, as well as analysis of empirical data on CSR, sustainable development and HRM, based on the CRANET database for Serbia. Descriptive statistics, Pearson's Chi-square test, and t-test were used for the data processing.

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Section: Results Of the Researchmentioning

confidence: 88%

A research on the socially responsible human resource management in Serbia

Berber¹,

Slavić²,

Leković³

2019

Škola biznisa

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“…The present results are in the line with previous studies, especially if we take into account the region. According to Slavić and Berber [38], and Nikandrou et al [39] number of days spent on employees' training is positively related to organizational success measured by productivity and service quality. Cvjetković et al and Morley et al also proved that employees' training was crucial in achieving higher level of organizational performances [27,10].…”

Section: Resultsmentioning

confidence: 99%

The Relations between Investment in Employees' Development and Organizational Productivity and Service Quality

et al. 2020

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Human resource management (HRM) is directed to managing human potentials of a company in order to achieve organizational goals, and at the same time, goals of employees. One of the very important part of this process is training and development, as a group of activities aimed at improving employees knowledge, skills, and abilities (KSA), in order to be more successful in job, but also with the aim of creating a base for further development of an organization as a whole. The main aim of the research was to explore the effects of investment in employees' development, measured by number of training days and percentage of operating costs invested in development and training, on the level of organizational productivity and service quality. The subject of the research is the relationship between two main indicators of employees' development program, and organizational level productivity and service quality. The methodology used in the research obtained the application of two-way multivariate analysis of variance (MANOVA) on the data from 160 companies from one Southeast European country, gathered during 2015 and 2016. The results indicated that there is an interaction effect between training costs and number of training days on the combined dependent variables, productivity and service quality in the observed organizations.

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“…The classification of Serbia into CME country group was done based on the research results of Benny (2014, p. 66). The moderation effects of VoC were measured on the following indicators: the percentage of GDP spent on education, the number of training days and annual staff turnover as variables that pointed the differences between LME and CME regarding training practice (Goergen et al , 2012), and which are considered to be the determinants of training costs (Slavić and Berber, 2019). The authors of this paper added one more variable, the percentage of the operating costs accounted for labour costs , since it is expected that the level of labour cost will be positively related to the level of training costs.…”

Section: Methodsmentioning

confidence: 99%

The effects of market economy type on the training practice differences in the Central Eastern European region

Berber

Slavić

Jelača

et al. 2020

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PurposeThe aim of this research is to investigate and detect determinants of the training practice and conspicuous differences in the sample of nine Central and Eastern European (CEE) countries (Croatia, Estonia, Latvia, Lithuania, Hungary, Slovenia, Slovakia, Serbia and Romania). The study was conducted with three distinct objectives: the investigation of the training and development (T&D) practices in the CEE region, the investigation of the determinants of T&D practices in the CEE region and the measurement of the differences between the economies in the sample of CEE countries regarding their T&D practices.Design/methodology/approachThe research is based on the Cranet research network results from 2015 to 2016. The data for the CEE countries were selected in order to investigate the determinants of T&D practice, and the differences between these economies. The nine CEE countries were divided into two groups, on the basis on the variety of capitalism (VoC approach), in order to investigate its effects on the T&D practices. T-test, chi-square test, Spearman correlation tests and hierarchical moderated regression model were used to test the proposed hypotheses.FindingsThere are statistically significant differences between the organizations from coordinated market economy (CME) countries and liberal market economy (LME) countries in the case of the percentage of GDP of the country spent on education, the percentage of annual payroll costs of the organizations spent on training, the percentage of annual staff turnover, the implementation of the systematic evaluation of training needs, the training effectiveness, the existence of T&D strategy and the primary responsibility for major policy decisions on T&D. The results of the regression model showed that the majority of national and organizational level factors have a statistically significant relationship with the percentage of the annual payroll costs of the organization spent on training. Variety of capitalism moderates the relationship between independent variables and the dependent variable, too.Research limitations/implicationsIn the presented model, the authors excluded from their investigation the effects of MNCs. It must further be stated that only the data from the latest Cranet research round were used, thus it was not possible to investigate the development of the training practice in CEE over a longer time period. These limitations could be used as possible directions for further research in the relevant area of HRM in the CEE region.Originality/valueSince there is relatively little empirical research in the relation between capitalism type and T&D practice, especially in the region of CEE, the present paper lends new insight into this issue as well as into comparative HRM. It is hoped that this work can be taken as a starting point for further research.

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The role of training practice in improving organizational performances in selected countries of Danube Region: A research based on Cranet 2015/16 results

Cited by 9 publications

References 35 publications

A research on the socially responsible human resource management in Serbia

A research on the socially responsible human resource management in Serbia

The Relations between Investment in Employees' Development and Organizational Productivity and Service Quality

The effects of market economy type on the training practice differences in the Central Eastern European region

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