Investigation of the learning agility of private sector employees in terms of different variables

This study is aimed to examine the relationship between in-service training status and learning agility of employees in various private sectors. In this research, where the quantitative research method is used, the data were collected with the "Marmara Learning Agility Scale". The research group consists of 184 private sector employees determined by the appropriate sampling method. The data collected in the study were analyzed with the help of the SPSS 22 program. The research examined the learning agility levels of various private sector employees, agility in human relations, agility in change, mental agility, agility in creating results and self-awareness sub-dimensions of assessment, as well as how various aspects of in-service training such as educational environment, frequency of training and educational content affect this agility. In addition, the study investigated how demographic factors such as age, gender, educational background and industry-specific characteristics interact with learning agility. As a result of the research, when the learning agility of various private sector employees was examined according to all sub-dimensions, whether they received in-service training, their professional experience, and the types of in-house training they participated in, no significant difference was observed. It was observed that all participants preferred to receive face-to-face training instead of online training. The learning agility of private sector employees differed in the sub-dimension of agility and self-awareness in creating results according to gender, and it was found that women's learning agility was higher than men's. When the learning agility of the participants in the study was examined by age, they showed differences in the subdimensions of agility in change, agility in creating results and self-awareness, and it was found that 56 years and older were more agile than 46-55 years December. When learning agility was examined according to education level, it was found that undergraduate graduates were more agile than associate graduates in the sub-dimensions of agility in human relations, agility in change, and mental agility, while no differences were observed in the dimensions of agility in creating results and self-awareness. When examining the training agility of employees belonging to various sectors in the sector in which they operate, the average agility scores in human relations of employees working in the communication sector in the sub-dimensions of agility in human relations, agility in change, agility in creating results were lower than those working in the service sector, the average mental agility scores of employees working in the communication sector in mental agility were lower than those working in the service and financial sector, in the selfawareness dimension, the average self-awareness scores of employees working in the communication sector were lower than those working in the financial sector. Key Words: In-service training, Agility, Learning Agility, private sector employees