The events that have led to the internationalization of competitiveness and that have allowed and promoted the emergence of global corporate cultures force organizations to recognize that training processes are increasingly challenging the imagination in the sense that it will be the human talent and its contribution to management which will make a difference in the competitive business world.
Organizations that have designed a training program capable of meeting the urgent need to enhance job skills understand the need, which cannot be postponed by others, to form a team capable of guiding the guidelines for business training. I am not referring then to the human management team or facilitators who are responsible for programming, executing and evaluating the company's training plan, it is better to understand that training is a shared responsibility and that all levels of the organization they participate in it directly or indirectly.
I want to refer in this reflection to the importance of the formation and activation of the training committee and its role in the expected success in the face of the different training processes proposed by the organization.
Firstly, it is worth mentioning that the thematic axes that the company defines must be aligned with the strategic expectations of the organization, which will surely be oriented towards increasing customers, sales, product innovation, new technologies, process improvement, etc. in such a way that the training programs are articulated differentiating the basic contents for the specific training processes of the positions and that can be offered by the internal trainers from the specialized or normative ones that require an external provider.
Once the training and development horizon has been defined, it is necessary to publicize the program, establish a communication model that allows all participants in the process to feel included, it is here that the need for an entity capable of validating, supporting and dynamizing the training and coaching processes, it is about constituting the Training Committee, in some organizations it is also called the Training Council, which in the end fulfill the same mission.
Como mencioné anteriormente, sus integrantes no son las personas de talento humano sino que pretende constituirse en una instancia incluyente y participativa que sea vista por todos como una garantía de que los recursos económicos invertidos en el proceso de capacitación y entrenamiento están siendo utilizados responsablemente. El comité de capacitación, además de ser un apoyo en la gestión, es una oportunidad para fortalecer las competencias de todos los colaboradores de la organización y comenzar a caminar hacia la gestión del conocimiento como una expectativa real en el día a día de cada uno de los cargos en la empresa.
Conformation: Before pointing out the functions of this committee, I consider it relevant to point out that the people who make up this committee must want to do it, it is a voluntary and interested act because they do not receive any additional salary benefit and therefore it is an activity they carry out during their working time. helping to give coherence to the qualification efforts of the collaborators. The idea is that it be an odd number, for that of the collegial decisions and hopefully of different areas and positions without getting to pass the number of 7 (it is not cabalistic but a practical way to enrich the consensus).
This committee may be the product of a unilateral appointment by management, it may be the result of a call or postulated by the same collaborators, the important thing is that there is clarity about the role to be played and the contribution it will make in the requirement to make the program proposed by the training management a reality. It is a committee endowed with trust and credibility and with the autonomy required to make the necessary decisions for the design and execution of a program capable of working on the gaps identified in the collaborators and the result of which aims at improving performance and increasing productivity..
The committee must be a support for the training area, a guide and a consultation center in case of difficulties, so the insistence that its members come from different areas and their positions represent all organizational levels.
Responsibilities: The training committee will have as main responsibilities, in addition to the protocols that are always cited in the minutes, the following:
- Approve the training plan proposed by the training management. Define the mechanism to carry out and publicize the results of the training needs diagnosis. Establish management indicators and the expected results in the training process. Generate and define training policies. of the organization. Assign the necessary resources for the development of the training and education program. Listen to the quarterly and annual management report that must be delivered by the training management and make the pertinent recommendations. Manage the resources required to manage the company that training actions reach the largest number of collaborators in the organization. Promote the implementation of methodologies,pedagogies and technologies that consolidate a training process adjusted to the reality and needs of the company. Be updated in relation to the new trends that companies in the same sector are implementing for business training. Support the certification and qualification processes in labor competencies and in all those aimed at strengthening the employability of employees.
Surely there will be other functions and some that must be reformulated or that do not apply, the idea is that each company takes the step of integrating this committee in such a way that it is one more step in the consolidation of initiatives such as the "Corporate University" that requires a commitment from senior management in its design and structuring.
I hope that these ideas serve to further strengthen training as a differentiating factor in business management and allow those responsible for the training, education and training processes to offer management support for performance, productivity and even competitiveness in these times where talent makes the difference between companies that are increasingly universal and less local.
