3rd ICAI 2024

International Conference on Automotive Industry 2024

Mladá Boleslav, Czech Republic

workforce but also meet the industry’s evolving demands. This interconnected strategy underscores the importance of combining geographical considerations, economic impact, and employee development to ensure the sustained success and competitiveness of the automotive sector in the European landscape. The author has devised a SMART training concept to enhance the implementation and conceptualization of training activities within the automotive environment. This concept aims to provide comprehensive support to instructors, training academies, and automotive development centres, ensuring their preparedness and efficiency in delivering impactful training sessions. To ensure a comprehensive and effective training program within the automotive environment, the SMART training concept has been structured into three primary phases, each addressing specific aspects for trainers and participants. Drawing insights from the literature review, these phases are identified as Pre-training, Training, and Post-training (Cermak & Mcgurk, 2010; Hermawati et al., 2014; Ghorbandoost et al., 2018; Hašková & Zatkalík, 2018; Shirinkina, 2023). In Table 2, the author meticulously delineates specific characteristics and activities essential to each phase of the SMART training conceptualization. This detailed breakdown ensures a clear understanding of the nuances and requirements associated with each phase.

Table 2: SMART Training Conception

Pre-Training

Training

Post-Training

Strategic planning: Ensure alignment of training objectives with the strategic goals of key stakeholders, fostering organizational coherence. Align participant selection with strategic succession planning, identifying individuals with Measurable planning: Define specific KPIs to measure the success of training objectives, providing measurable benchmarks for pre-training goals. Establish metrics to measure the efficient utilization of resources, ensuring measurable returns on the investment. leadership potential for targeted development.

Strategic evaluation: Conduct a strategic analysis to evaluate the broader impact of training on organizational performance and competitiveness. Gather feedback that specifically addresses the strategic alignment of training outcomes with organizational objectives. Measurable evaluation: Include quantitative scales in feedback surveys to measure participant satisfaction and perceived effectiveness. Establish measurable tracking mechanisms for post training progress, allowing for quantifiable insights into long-term development.

Strategic implementation: Strategically map individual competencies against organizational competency frameworks to identify areas for strategic skill development. Collaborate with industry partners to incorporate real-world projects, strategically enhancing the practical application of learned skills. Measurable implementation: Incorporate assessments at the end of each module to measure participants’ understanding and retention of key concepts. Utilize measurable performance metrics in simulated environments to quantify the application of learned skills.

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