Differences in Evaluation of Corporate Training from the Viewpoint of the Work Position and Sector

Abstract

The contemporary knowledge society should consist of components based on knowledge, creativity and information. Reaching such level of organizations assumes a priority position of ongoing education as a natural, planned and directed part of life of any organization. Effectiveness of education in organizations is conditioned by a wide range of internal and external factors. The presented study focuses on education evaluation, particularly analysis of possibilities of determining the effectiveness of corporate training. It presents the results of verification of an own methodology SBES (Significance, Benefits, Expectations and Satisfaction), which enables specification of several indicators of corporate training evaluation. The Principal Component Analysis with Varimax rotation was used to extract and specify four factors: Relevance to the profession, Benefits for employees, Employee expectations, Employee satisfaction. The study also describes the specific practical application of this methodology in the context of identification and specification of the differences in evaluation of corporate training between managers and non-managerial workers, and between employees of the private and the public sector. Presented findings support the claim that managers and the public sector employees have a more intense perception of the need, significance and importance of corporate training, which is closely connected to their work, career advancement, higher financial remuneration, and interpersonal relations.