Forms of Employee Trainings Concerning Aspects of Cold Knowledge

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Abstract

Research relevance: Cold knowledge is perceived as a key issue in terms of the composition of the company and the sense of the procedures being implemented. Thus, organisation of appropriate forms of employee trainings in this regard becomes essential. Aim of the paper: Distinguishing the existence of schemes of applied forms of employee trainings in the contexts of relation between two aspects of cold knowledge (internal documentation and data bases) and the types of enterprises (their formal independence). Research methods applied: A survey based on the purposive sampling of respondents was conducted. A two-tiered clustering analysis and an analysis of correspondence were applied. Main findings: It was possible to distinguish four groups of particular forms of trainings. Three groups are represented by the same main forms of trainings in both cases (documentation/databases). The analysis of correspondence established that respondents from branches as well as head offices of multi-branch enterprises were, in case of trainings concerning internal documentation, more prone to point at two forms of trainings: blended and special, whereas, in case of training within the scope of databases, they were more willing to point at a special form of trainings. Theoretical and/or practical value of the study: Results allow to associate the forms of employee trainings in the chosen aspects of cold knowledge and show the differentiation of their use depending on the type of enterprise. These facts open up a new theoretical perspective for the description of organisation of employee trainings based on formal relations.`

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