🎙 Education as the key to growth: How to ensure it has a real impact?
In the new episode of the HRko podcast, Jirka Kratochvíl and Petr Juříček spoke with our partner and corporate training expert Standa Tichý. Together, they focused on a question that many companies ask themselves: How to set up training so that it is truly effective and contributes to business growth?
What interesting things did we learn?
Investing in training? Not enough. The key is the connection with business goals. Many companies invest significant resources in employee training, but often do not see the corresponding results. Why? There is a lack of connection with the real needs of the company and clear expectations from the training itself.
The key role of HR and managers Training cannot be left to HR alone. To be successful, managers must actively involve their teams – define goals, support the application of acquired knowledge into practice and ensure that training is not just a one-off event with no subsequent use.
Measuring effectiveness: How to know if training is working? Stanislav Tichý shared specific examples of companies that know how to measure training and evaluate its benefits . Coca-Cola HBC, Komerční banka, and Whirlpool show that when training is properly set up and connected to business goals, it brings real results.
Who is responsible for training? Is it HR, managers, or the employees themselves? The truth is that responsibility must be shared. Employees must be motivated to learn new things and apply them to their daily work.
Why is this topic relevant?
Companies invest significant resources in training, but often do not see the corresponding results. Linking training to business goals and actively involving managers is key to ensuring that training has a real impact. The growing pressure for efficiency and measurable results is forcing companies to rethink their approach to employee development.
You can find the Spotify version here :
Listen to the YouTube version here :
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