Uz poduzeća koja uzorno prate moderne trendove poslovanja, pa
tako i obrazovanje vlastitih zaposlenika (Microsoft, Pliva, Ericsson Nikola Tesla i dr.), veliki je postotak onih koja to još ne rade. Nisu zadovoljni pripremljenošću kadra u redovitim školama, stavovi prema učenju nisu zadovoljavajući, poduzeća se razvijaju brže od školstva – a internih obrazovnih programa nema dovoljno. Valjalo bi što prije napraviti određeni ”bypass” i dopunski osposobljavati zaposlenike u vlastitoj režiji (službe, centar, ciklusi, seminari, konzultacije). U konceptu ljudskih potencijala sa 15 osnovnih funkcija, ovaj prilog posebno apostrofi ra obrazovanje u poduzeću i
predlaže osnovni sustav na nekoliko programskih razina za sve zaposlenike, i to permanentno.Along with fi rms that follow the modern trends of doing business (employee education included) like Microsoft, Pliva, Ericsson Nikola Tesla etc, there is still a considerable percentage of those that are far behind the set goals. They may not be satisfi ed with training of personnel they get through regular schools, not happy with general attitudes towards learning – but still their own internal training programs are scarce. It is neccesary just for these fi rms to immediately form a kind of by-pass and additionaly train the employees up to the levels and profi les they need in order to become competitive. This could be achieved through seminars, consultation, centers, guest lecturers, all the way to internal
management schools. In the concept of 15 basic Human Resource functions this article focuses on Education function, suggesting acceptable forms of life-long education, basic programs for different educational levels, apropriate methods and technique for each of
them
