Personální controlling v oblasti vzdělávání a rozvoje zaměstnanců

Abstract

Controllingove fizeni umoznuje nejen vyhodnocovat efektivitu vzdelavani, ale cely proces i fidit, protoze poskytuje kvantifikovane informace a data, na zaklade kterych mohou manazeri i personaliste kvalifikovane reagovat a korigovat eventualni zjistene odchylky. V ramci teto prace je predlozen navrh postupu (metodika) pro zavedeni operativniho personalniho controllingu v oblasti vzdelavani a rozvoJe zamestnancu a nasledne vyhodnoceni efektivity tohoto procesu. V zdelavani a rozvoj zamestnancu je provazano s radou dalSich personalnich Cinnosti (procesu), jeho vyhodnocovani proto nemuze probihat izolovane. Velmi tesny vztahje nejen mezi rozvojem lidskych zdroju (HRD) a flzenim lidskych zdroju (HRM), ale take s hodnocenim pracovniku, jako dilci personalni cinnosti. Vytvorenim modifikovane metodiky hodnoceni pracovniku, naslednym vymezenim controllingovych ukazatelu a vhodnym nastavenim skal jsme pripravili postup, kterym je mozne zavest controllingove fizeni v ramci vzdelavani a rozvoje zamestnancu. Pro uspesnou aplikaci personalniho controlingu do firemni praxe je nezbytny interdisciplinami pfistup (andragogika, personalni fizeni, sociologie, psycho logie, statistika aj.).

Using controlling management we can evaluate the effectiveness of education and, at the same time, manage the whole process, because it provides quantified information and data, based on which managers and personnel managers can respond and amend possible deviations established. This thesis outlines a proposal (methodology) for introducing operational personnel controlling in education and development of employees and the followup evaluation of the effectiveness of the process. Education and development of employees is linked with a number of other personnel activities (also processes), hence its evaluation cannot be separated. There is a very close relationship between Human Resource Development (HRD) and Human Resource Management (HRM), as well as the evaluation of employees as a component personnel activity. We have developed a procedure which introduces controlling management within education and development of employees by creating a modified methodology of employee assessment and the follow-up determination of controlling indices and appropriate scales. To use personnel controlling III corporate practice with success interdisciplinary approach is necessary (andragogy, personnel management, sociology, psychology, statistics, etc.).