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Employee Development and Knowledge-based Organization


  • Kristijan Kolakovic

    (Institute of Economic Sciences, Belgrade, Serbia)

  • Vladimir Marinkovic

    (Megatrend Univerzitet)

  • Sasa Stefanovic

    (Institute of Economic Sciences, Belgrade, Serbia)


In the conditions of constant market changes, fast development and spread of technology, multiply competition and „over night” product superannuation, successful companies became those who create new knowledge, spread it out trough the entire company and implement it rapidly in the new technologies and products. These activities define company as knowledge – creating organization which only and principal task is ongoing innovation. Those are the companies that understood that the learning and new knowledge are the key to success, and that the development is crucial for future survival. The notion of education, development and knowledge creating company, or in other words an organization that develops and learns, in the most pragmatic way expresses the attitude of modern, successful companies versus the development and knowledge of employees. Another name for this kind of organization is knowledge – based organization.The aim of this paper is to show that the employee development is a key procedure in implementing human resource politics. In order to create learning organization it is a necessity for the employees to have formal and informal education and to acquire it throughout entire professional career. Life-long learning politics is the basic premise of the company’s market competiveness considering the fact that the knowledge is the only resource that grows with use and not disburse. The main conclusion of the paper states that the most successful companies and national economies are those based on knowledge, or in other words highly educated and trained human resources. High level of inventiveness and innovations, without which a modern market cannot be imagined, can be achieved only in following the path of permanent employee development, which also represents one of the main motivators in accomplishing efficiency and effectiveness of the companies.

Suggested Citation

  • Kristijan Kolakovic & Vladimir Marinkovic & Sasa Stefanovic, 2009. "Employee Development and Knowledge-based Organization," Economic Analysis, Institute of Economic Sciences, vol. 42(3-4), pages 69-77.
  • Handle: RePEc:ibg:eajour:v:42:y:2009:i:3-4:p:69-77

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    More about this item


    Employee development; learning organization; knowledge - based organization;

    JEL classification:

    • D21 - Microeconomics - - Production and Organizations - - - Firm Behavior: Theory
    • L20 - Industrial Organization - - Firm Objectives, Organization, and Behavior - - - General
    • M14 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Administration - - - Corporate Culture; Diversity; Social Responsibility
    • M20 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Economics - - - General
    • M21 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Business Economics - - - Business Economics
    • M50 - Business Administration and Business Economics; Marketing; Accounting; Personnel Economics - - Personnel Economics - - - General


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