Structural patterns of human resource development practices in Slovak organizations

This study examines the key factors shaping employee learning and development in Slovak organizations, focusing on the strategic and systemic orientation of Human Resource Development (HRD).A quantitative CAWI survey was conducted among 153 Slovak organizations.Exploratory factor analysis with Varimax rotation was used to identify core dimensions of employee development practices.Three main dimensions were identified: individual support through coaching and digital learning, formal talent management systems, and experiential career mobility.A dominant latent factor reflects an integrated, systematic, and flexible HRD approach.The choice of development tools is influenced by organizational size, sector, culture, and workforce demographics, including generational diversity and neurodiversity.Slovak organizations favor personalized and digitally supported development over isolated or short-term training.The study offers original empirical evidence from Slovakia and contributes to HRD research by linking integrated development systems with organizational change and global HRD trends.Managers are encouraged to implement long-term, integrated HRD frameworks that combine individualized learning, formal talent management, and experiential development while addressing workforce diversity and digitalization.The findings are limited by the sample size and national focus; future research should apply longitudinal and cross country approaches to assess HRD effectiveness and outcomes.