Tamara Vukić, Vesna Nikolić

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The human resources or the human capital can be regarded as a driving force of the modern organizations’ development. At the same time, the training of employees is observed and defined as a necessary prerequisite for their development and realization of both personal (professional) and organizational goals. Moreover, contemporary authors believe that the competitive advantage of organizations in the global economy and industry 4.0 depends on the competencies, knowledge, skills and willingness of employees to respond to the challenges of turbulent economic environment and scientific and technological development. Special attention should be payed to the obligations and responsibilities of the organization to provide the material and organizational conditions necessary for modern education and learning; provide a positive learning climate; motivate employees to learn permanently; stimulate the application of acquired knowledge; require and encourage a continuous education of managers, etc. Organizations that respect this concept promote learning as a fundamental element of the current business strategy and as a fundamental basis of their development and business efficiency in the future. However, relevant sources indicate that the modern business environment suffers from numerous weaknesses and shortcomings in the organization and implementation of the employee training. Starting from that, the paper elaborates the basic characteristics and phases of training management with a special emphasis on the transfer of training as an integral part of the management strategy in a modern business environment.


training, management, knowledge, economy

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