دانلود مقاله نیازهای آموزش منابع انسانی در شرکت های کوچک و متوسط
چکیده
مقدمه
چالش های SME ها در اقتصادهای در حال گذار
آموزش منابع انسانی و عملکرد SMEها در اقتصادهای در حال گذار
مواد و روش ها
نتایج و بحث
نتیجه گیری
منابع
Abstract
Introduction
Challenges of SMEs in Transition Economies
Human Resources Training and the Performance of SMEs in Transition Economies
Materials and Methods
Results and Discussion
Conclusions
References
چکیده
هدف تحقیق شناسایی نیازهای آموزشی کارآفرینان و کارمندان در شرکت‌های کوچک و متوسط (SMEs) از مناطق Suceava، Chernivtsi و Balt,i، تجزیه و تحلیل شیوه‌های آموزشی خاص در منطقه فرامرزی و شناسایی ویژگی های مشترک یا نابرابری ها این تحقیق شامل یک پیمایش اکتشافی بر اساس پرسشنامه نیمه ساختاریافته است که نیازهای آموزشی در SMEها و شیوه های آموزشی خاص را با رویکرد مقایسه ای بررسی می کند. نتایج به چالش‌های پیش روی اقتصادهای در حال تغییر و ویژگی‌های SMEهای این مناطق دورافتاده مربوط می‌شود. علاوه بر این، این تحقیق عوامل دخیل در برنامه‌ریزی و ارائه برنامه‌های آموزشی برای کارکنان SMEها در این منطقه پیرامونی اتحادیه اروپا را با نقاط ضعف شرکت‌ها در مواجهه با اقتصاد رقابتی بازار مرتبط می‌کند. نتایج این نظرسنجی برخی ازخصوصیات و ویژگی‌های مشترک مربوط به نیازهای آموزشی، مسئولیت‌های آموزشی و علایق در SMEهای این منطقه فرامرزی را آشکار کرد. بحث‌ها برای دسته‌های مختلف ذینفعان، در سطح خرد، برای مدیریت شرکت‌ها، اما همچنین در مقیاس بزرگ‌تر، در برنامه‌ریزی برنامه‌های توسعه جدید برای بازار کار در مناطق هدف مرتبط است.
توجه! این متن ترجمه ماشینی بوده و توسط مترجمین ای ترجمه، ترجمه نشده است.
Abstract
The main objective of the study consists of the analysis of the professional training needs for the SMEs from Suceava–Chernivtsi–Bălți regions. In order to get a clearer and more detailed picture of this topic, some specific aspects have been investigated. They generally refer to the human resources development and adaptation to the changes specific to the economic restructuring process from Romania, the Republic of Moldova, and Ukraine; the main factors of influence (both encouraging and blocking) the participation to professional training programs; the employees’ access to professional training opportunities; and the characteristics of professional training programs meeting the qualification needs on the labor market.
Introduction
In modern economies, small and medium enterprises (SMEs) are the main component in what concerns their number, but also their importance in creating jobs and income for society. SMEs from the Eastern border of the EU face difficult times in dealing with political and economic changes. The paper presents the results of an exploratory research of the training needs of the employees from SMEs of the cross-border area of Romania-Republic of Moldova–Ukraine (RO–MD–UA), more specifically, from Suceava County (RO), the Bălți Region (MD), and the Chernivtsi Region (UA). Being remote areas, the challenges that the SMEs are facing on their way to success are significant. One of these challenges is access to well-qualified employees who are well-motivated and willing to stay in the region and to make their best for their employers. For this reason, the training of human resources, as a main function of personnel management, gains a higher importance, aiming to complete the initial school/academic education.
Conclusions
The main objective of the study consists of the analysis of the professional training needs for the SMEs from Suceava–Chernivtsi–Bălți regions. In order to get a clearer and more detailed picture of this topic, some specific aspects have been investigated.
They generally refer to the human resources development and adaptation to the changes specific to the economic restructuring process from Romania, the Republic of Moldova, and Ukraine; the main factors of influence (both encouraging and blocking) the participation to professional training programs; the employees’ access to professional training opportunities; and the characteristics of professional training programs meeting the qualification needs on the labor market.
Hypothesis 1 (H1). There are no significant differences in terms of the attitude toward the process of professional training at the level of the three regions.
Hypothesis 2 (H2). The management of the organizations encourages employees to participate in training programs. Over 25% of the organizations’ employees had participated in at least one training program in the past three years.
Hypothesis 3 (H3). It is preferred to contract the services provided by third parties in terms of the organization of training programs. Over 50% of employers use the services of specialized enterprises.
Hypothesis 4 (H4). In over 25% of SMEs, there are sums allocated in the budget for the training and development of employees.
Hypothesis 5 (H5). The employees are aware of the competitive environment of the labor market, and at least 50% of them want to improve their skills and abilities by participating in at least one such program per calendar year.
Hypothesis 6 (H6). There are differences in training needs within the analyzed regions.
Leadership
Business communication
Process management
Innovation management
Trainer
Negotiation techniques
Customer relationship management
Strategic planning
Management of change
Team—development and motivation
Strategic management
Developing Entrepreneurial skills
Managerial competent development
Operational management
Decision making
Performance management
Marketing and commercial strategy
Sales management
Time management
Conflict and stress management
Problem solving techniques
Presentation skills
Risk management
Financial Management
Creativity and innovation
Human resources management