Purpose

The purpose of this paper is to define the impact of training and development (T&D) in the Visegrad countries (V4) as impacted by the Covid-19 pandemic, namely, Hungary, Poland, Slovakia and the Czech Republic. These countries have some political, cultural, social and economic similarities and share some common ground in the human resource development (HRD) sectors.

Design/methodology/approach

The authors used the HRD theory and the human capital theory to analyse the context, operations and impact of T&D in the V4 countries due to the Covid-19 pandemic. The research was conducted in 400 companies, 100 from each of the four countries using the computer assisted web interviewing technique. The questionnaire was in a six-point Likert scale format and addressed 12 topics related to T&D: policy, expectations, procedures of diagnosis, preparation, implementation, monitoring, trainees, trainers, investment and expenditures, evaluation, results and controlling.

Findings

The authors concluded that in the Visegrad countries, Covid-19 raised expectations on T&D. This was followed by increased levels of action in diagnosis, preparation, monitoring and implementation, following pre-existing and adjusted policies. Evaluation and control were complicated. Investment and results and the human side of the T&D (trainees and trainers) were the ones for which there were more uncertainties and perplexities.

Research limitations/implications

The study has the limitation of using only a small sample in four countries. For further research, the authors suggest a larger study extended to all the European Union countries, an in-depth analysis of the current data and the kurtosis on Policy of T&D.

Practical implications

The results of the research can be used to improve T&D programs after the Covid-19 pandemic. They could also provide information to external trainers to improve and adjust their services according to the opinions of the respondents of the study. The research findings can also serve institutions responsible for policy provision of HRD at a national level by providing possibilities to apply for funding either within national or regional funds like the National Training Fund in Poland or within European Union money at a national level.

Originality/value

The study is original because even if the T&D in V4 countries during the Covid-19 pandemic had already been studied separately (e.g. Mikołajczyk, 2021; Vrabcová, Urbancová 2021; Vinichenko et al., 2021), no empirical, cross-national research analysing specifically the T&D in those countries has been carried out so far. The authors use an innovative methodology, addressing 12 topics and the people involved together with the stages in which a T&D policy is divided. That makes it innovative and very relevant.

中文翻译：

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Covid-19 期间维谢格拉德国家的培训和发展

目的

本文的目的是确定受 Covid-19 大流行影响的维谢格拉德国家 (V4)（即匈牙利、波兰、斯洛伐克和捷克共和国）培训和发展 (T&D) 的影响。这些国家在政治、文化、社会和经济方面有一些相似之处，在人力资源开发（HRD）领域也有一些共同点。

设计/方法论/途径

作者利用 HRD 理论和人力资本理论分析了 Covid-19 大流行导致 V4 国家 T&D 的背景、运作和影响。这项研究是在 400 家公司（四个国家各 100 家）中使用计算机辅助网络访谈技术进行的。调查问卷采用六点李克特量表格式，涉及与T&D相关的12个主题：政策、期望、诊断程序、准备、实施、监测、学员、培训师、投资和支出、评估、结果和控制。

发现

作者得出的结论是，在维谢格拉德国家，Covid-19 提高了人们对 T&D 的期望。随后，根据预先存在的和调整后的政策，在诊断、准备、监测和实施方面采取了更高水平的行动。评估和控制很复杂。投资、结果以及T&D（学员和培训师）的人性方面存在更多的不确定性和困惑。

研究局限性/影响

该研究的局限性在于仅使用四个国家的小样本。为了进一步研究，作者建议将一项更大规模的研究扩展到所有欧盟国家，对当前数据和 T&D 政策的峰度进行深入分析。

实际影响

研究结果可用于改进 Covid-19 大流行后的 T&D 计划。他们还可以向外部培训师提供信息，以根据研究受访者的意见改进和调整他们的服务。研究结果还可以为负责在国家层面提供人力资源开发政策的机构提供服务，提供在国家或地区基金（如波兰国家培训基金）或欧盟国家资金范围内申请资金的可能性。

原创性/价值

这项研究具有原创性，因为即使已经单独研究了 Covid-19 大流行期间 V4 国家的 T&D（例如 Mikołajczyk，2021；Vrabcová，Urbancová 2021；Vinichenko 等人，2021），也没有实证、跨国研究分析目前，这些国家的T&D工作已经完成。作者使用创新的方法论，讨论了 12 个主题和涉及的人员以及 T&D 政策划分的阶段。这使得它具有创新性并且非常相关。