Innovativeness as potential benefit of workplace learning in enterprises (The overview of Czech research)

Author(s):

Petr Novotny

Conference:

ECER 2008

Network:

2. Vocational Education and Training (VETNET)

Format:

Paper

Session Information

02 SES 09B, Workplace Learning, Apprenticeships and Training in Industry (Part 2)

Paper Session

Time:

2008-09-12

10:30-12:00

Room:

BE 015

Chair:

Marja-Leena Stenström

Contribution

Innovativeness of the Czech economy (as assessed for instance by European Innovation Scoreboard) is questionable. The main weaknesses are as follows (Office, 2004): low number of patent applications per capita; the very small number of innovation companies; the low volume of seed capital, i.e. support for the first phase of establishing spin-offs. Besides the facts mentioned here there are another very important factors: spirit or culture of enterprise, knowledge management etc. Many documents (including National development plan, National strategy of human resource development and National innovation strategy) as well as researches and analysis declare interplay between innovativeness and continuing education and training in enterprises. This fact has become an important part of strategy of innovation companies, while standard enterprises give priority to education and training as a tool for performance improvement. Innovation companies are searching for their own ways how to guarantee learning of employees. Workplace learning is considered to be a very promising alternative. In policy terms, workplace learning has not been a priority topic for major Czech institutions working in the fields of lifelong learning and human resource development (National Training Fund, National Institute of Technical and Vocational Education, Institute for Information on Education). Nor has it been dealt with in any detail in any important study or conceptual document. Furthermore, employee development is only rarely defined in terms of learning and development; it is more often referred to under the label of education/training, whether formal or non-formal.

Method

The aim of the article is critical reflection of all available data. The lack of data is an obstacle for understanding the situation in the field. Typically, the material that is available relies on interviews with human resources managers (personnel officers and other managerial staff dealing with education/training and employee development as part of their job) or with employees of those companies who do provide C(V)ET opportunities. The information yielded through these channels focuses on company policy on workforce development and the ways in which a company organises its education and training activities. This means that much relevant information is missing, not least, for example, the extent and nature of the resources invested in education and training by companies. These features limit the potential for interpretation and evaluation of the material to hand.

Expected Outcomes

Positive intercorelation of innovations and workplace learning in enterprises in the Czech Republic are obviously under researched and probably underestimated by practitioners too. Further research is needed.

References

Ministry of Regional Development (2006) Národní rozvojový plán ČR 2007 – 2013. [National development plan of the Czech Republic 2007 – 2013] [online] Praha: Ministry of Regional Development (http://www.strukturalni-fondy.cz/uploads/old/1141122325.materi-l-nrp---iii.-nrp-upraveny---str-113-a-124.pdf; 3.7.2006) Mládková, L. (2005) Management znalostí [Knowledge management]. Prague: VŠE National Training Fund (2003a) Lidské zdroje v České republice. [Human Resources in the Czech Republic] Prague: National Training Fund National Training Fund. (2003b) Podkladové studie a materiály ke studii „Identifikace nedostatku kvalifikací na českém trhu práce“ [Background studies and materials for the study “Identification of a lack of qualification in the Czech labour market”] Prague: National Training Fund National Training Fund (2003c) Strategie rozvoje lidských zdrojů pro Českou republiku. [A strategy of human resources development for the Czech Republic] Prague: National Training Fund (http://www.nvf.cz/rozvoj_lz/dokumenty/strategie2003.pdf; 10.09.2006) National Training Fund (1999b) Lidské zdroje v České republice 1999. [Human Resources in the Czech Republic 1999]. Prague: National Training Fund (http://www.nvf.cz/publikace/pdf_publikace/observator/cz/lidske_zdroje.pdf; 07.08.2006) Nečadová, M., Breňová, L., Průcha, Š (2006) Vliv úrovně technologie a kvality produktů na produktivitu práce. [The influence of technology and quality of products on productivity of work]. In Podmínky podnikatelské úspěšnosti inovace [Conditions of successful innovations]. Prague: SVŠES Office of the Government of the Czech Republic (2004) National innovation strategy of the Czech Republic. Prague: Office of the Government of the Czech Republic Peterka, J. Inovační aktivity v menších firmách [Inovation activities in SMEs]. In Podmínky podnikatelské úspěšnosti inovace [Conditions of successful innovations]. Prague: SVŠES

Author Information

Petr Novotny

Masaryk University, Faculty of Arts

Department of Educational Sciences

Brno

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