Management of education in the organization

Employee education organizations plan on an annual basis, that is, they include them in the annual plan and program. Because the job description is constantly changing, often the knowledge and skills of employees are not enough and need to be constantly updated. Management must consider the requirements of each job and plan the necessary training of employees.

The great role of manager

Every social, but also the working group has a certain system of beliefs, opinions, attitudes, and values ​​that are managed by managers. Therefore, if a manager knows that he can influence the above, then he does so for the benefit of the organization. The organization's strategy should be oriented towards recognizing the fact that education is a source of competitive advantage and implementing that fact in its business. The attitude of managers is a model and basis for developing the same attitude among employees in the organization, so only those organizations whose managers recognize that their role is to manage education in the organization get positive results.

Today's practice

Very often organizations, believing that this will save financial resources, conduct education within their organization. This means that employee training is also conducted by employees of the same organization but at a higher hierarchical level. Thus, for example, human resources managers educate employees about certain quality standards. In that case, did the organization want to educate its employees, or did it want to save money?

The simplest solution - hire experts

Any organization that wants to work on educating employees will focus on the knowledge they can gain through education, and not on the potential costs of the same. Although this is still a rarity, the simplest way is to hire experts to conduct education. Today, many organizations specialize in conducting business education, which means that there is a team of experts whose only job is to educate. Therefore, the level of quality of education, in this case, is remarkably high and no time is spent on (un) professional staff, whose job description is certainly not the implementation of training, but the management of training.


  1. Babić, L. (2009). UPRAVLJANJE EDUKACIJOM U ORGANIZACIJI. Univerzitet Singidunum, Beograd.

  2. Babić, L. (2010). ISTRAŽIVANJE I MERENJE U KONTEKSTU UPRAVLJANJA EDUKACIJOM U ORGANIZACIJI. Zbornik apstrakata XV internacionalnog naučnog SM, 2010 Subotica, maj 2010, 17-18.

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