People are our most precious resource ISO 9001:2000   ISO 10006:2003

Human resources development

The conceptual unit for human resources development (HRD) was founded in 2002 to assist the National Training Fund (NTF) and the Ministry of Labour and Social Affairs (MoLSA) in ensuring competence for the performance of the new responsibilities of the MoLSA and other government bodies, trade unions and associations and regional authorities in the field of HRD and continuing vocational training.

The mission of our conceptual unit is to initiate and propose system changes, bring up and enforce innovative approaches and methods in HRD and continuing vocational training and facilitate the implementation of changes and new approaches in practice. Our main objective is to point out to our partners the goal-directed creation of a "learning environment" and to exercise the concept of lifelong learning in day-to-day practice.

The essential activities of the HRD team are:

  • Creation of concepts in the field of HRD and continuing vocational training
  • Preparation of specifications, management and implementation of HRD and continuing vocational training projects
  • Preparation and implementation of information projects and communication support for HRD
  • Co-operation with national and regional partners in the preparation and realisation of proposed concepts
  • Analyses and monitoring of information and methodological needs in HRD
  • Provision of methodological and counselling services in HRD and continuing vocational training
  • Promotion and awareness in HRD and lifelong learning

Principles of our work

  • We build on the expertise of the National Training Fund. Since 1994, the NTF with the support of the EU Phare programme, has focused on the following issues: systematically increasing the level of further education, particularly managerial and entrepreneurial development and training; supporting the introduction of HR management and development systems in organisations; application of principles and mechanisms for quality assurance and assessment in continuing vocational training; development of information infrastructure, support of new ideas and implementation of know-how in lifelong learning
  • Our work is based especially on two successful NTF and MoLSA projects, supported by the EU Phare programme: Strategy for Human Resources Development in the CR and Implementation of the Strategy for Human Resources Development in the CR, that were completed in 2001. The outcomes of the two projects suggest the main directions and recommendations for the strategic approach to HRD in the Czech Republic with the aim of enhancing competitiveness of national manpower on the international labour market, to increase employment, adaptability and flexibility of the labour force and to improve competitiveness of Czech companies and the national economy. On March 3, 2003, the Czech government adopted the document Strategy for Human Resources Development in the CR, based on the conclusions of the above-mentioned projects and in this way the process of strategic HR management began.
  • For the purpose of conceptual work, we set up and take advantage of various forms of partnerships on national and regional levels, that help us aspire to create conditions for effective development of human resources in the Czech Republic in the European context. Our aspirations are to introduce and develop support systems for HRD management at national and regional levels, to motivate regions to effectively exercise system tools of employment policy and HRD with respect to their specific needs and at the same time within the framework of government strategic objectives and to provide the national and regional partners with consistent information, methodology, counselling and educational support. In 2003, we organised a system of regular conceptual co-operation with our regional partners, on an optional basis, which serves as a tool of monitoring the needs, defining conceptual objectives in HRD national level, methodologies, approaches and good practice examples implementation, and the retroactive implementation of national strategic aims of HRD for the regions.