The article provides an overview of current training trends and proposes the approach of training processes based on the identification of quality standards.
Choosing effective training in accordance with the real needs of a company is not an easy task, on the contrary, it is more difficult than many of us think.
Often, the managers of organizations and companies resort to the training of their personnel according to two criteria: The first of them is due to following a trend, that is, the company wants to be updated with respect to regulations, standards and current certifications to stay within the competition. This is perhaps the most common parameter. The second criterion is due to cyclical factors, that is, they are based on periods or cycles that are summarized in three actions: Conformation, Integration and Implementation. Even in some sectors, this process is already handled as CII cycles and has almost always to do with market positioning strategies.
The training processes are very varied and extend to different branches of the hierarchical scale within organizations. Today, those processes are becoming more extensive.
A clear example of the level of specialization of training processes is determined by the Six Sigma Black Belt certification, designed by General Electric and Motorota in the 1990s as a process of change in which the candidate's scheme of thought is transformed in an exponential way., thus achieving maximum levels of management, strategic processes and quality. As a comparative point, a level three sigma, estimates that effective companies in terms of management style and results obtained makes 66,000 errors out of a million possible satisfactory solutions. It is estimated that a six sigma level only makes 3 mistakes out of a million possible solutions.
This tells us of a mega trend in constant attachment to comprehensive training processes.
From a business point of view, we have the clear indicator that training processes have gone from being linear or cyclical, to becoming global schemes of thought, knowledge and technology.
In 2006 alone, the processes of investment in excellence training carried out by Socially Responsible companies increased by 29% and Small and Medium-sized Enterprises invested just over 139 million pesos in training and updating processes.
A very important trend currently is the one offered by the certification process, required to offer high-level training and in turn requested by companies of all levels and sizes.
A certification process not only guarantees a direct benefit to the final consumers, but also determines a clear and unified panorama of quality and professional standards and regulations. In this sense, the first step to choose a height training is through the measurement of the quality standards that the company offers, followed by the multiple benefits in human training that it can offer.
Although certification processes are indicators of quality and excellence, we must not lose sight of the tangible and real objective that obeys our specific training needs. In this regard, it is convenient to carry out a detailed analysis of the objectives pursued and define a strategy to start the training process.
An excellent way to meet these requirements is to focus on expected results and relate them directly to well-grounded schemes that allow us to know our real situation. As an example of these schemes we have the DFAO, which, through logical and flexible criteria, can determine our weaknesses, strengths, opportunities and threats.
In any training process, the fact of not discrediting or distorting any human resource of the organization must be taken into account. This is a key factor in generating proactive synergies and establishing improvement periods and tactics. Precisely at that point in the process, it is when we can obtain the most clarity and thus facilitate the task of determining which training process adapts to our real needs.
In my role as facilitator and trainer, I have had the opportunity to realize that in order to obtain greater agreements, better results and in the shortest possible time, it is necessary to prepare a very detailed outline of the human capital that is available, as well as a Thorough analysis of the current level of clarity in presenting objectives.
If you want to know more about leadership techniques and the formation of groups of excellence, do not hesitate to contact Meta Joven, Inexhaustible Leadership. Call 01595 95 10 11 7 and 01 55 36 13 71 78 in Mexico City or visit the website: www.revistametajoven.com.mx
