Summary
The main thing in this work is to capture the analysis of business activity and the most reliable tool for a human capital manager, which is training, which shows real situations in which this activity has been carried out and what is the importance of both for the worker and for the company, knowing that in the past there was another ideology for this subject.
It is shown how is the previous expectation of a boss who trains the value that is given today, the change and the reason for carrying out the courses and what will be the benefits that will be achieved by taking full advantage of this type of aid, if Although training is often not carried out in the best way, a social rebound must be made.
The training is planned, implemented, evaluated and projected in the long term, being one of the famous business solutions to problems in the work environment, procedures, personalities, leadership, communication and teamwork, being the ponds for a company to be run. to bankruptcy.
introduction
The present work has the purpose of analyzing the trend that is being generated in the business world, specifically of training, discovering the great techniques that thanks to technology and the discovery of new strategies there is a mutual benefit (worker-company).
Knowing that staff must be trained has changed and to show it is to become aware that it can be called an investment, so making the most of any course that is taught is of vital importance, in addition to the different topics that currently afflict for develop more courses so companies demand it more frequently.
Techniques, tools and cases in which training has been implemented as a solution will be specified, leaving it to be seen as a waste of time, this being the basis for changing the ideology of this activity so widely used today.
II. Background
Thinking about how the idea of training personnel arose will surely seem difficult, but in (Siliceo Aguilar, 2012) he mentions that since the industrial era where the goal was knowledge of working methods and procedures, in the shortest possible time. If we make a comparison with the trend nowadays in a company it is one of the primary objectives for the management, who seek that each area be productive and carry out their activities in less time and with the fewest possible errors. Likewise, it has a historical sense in Mexico, 15 years ago that companies gave it a sense of importance in order to increase efficient and effective work.
In the last century the different educational institutions (Universities) evaluated what the skills and knowledge that the labor field demanded had to be, if it is true, it is never possible to know with certainty the exact amount of skills necessary for the student to perform As best as possible within the organization, there was a parameter of the essential that companies demanded, which is why before a business administration student was focused only on directing corporations, personnel and supervising areas, but currently they are encouraged to be able to form their own company, not depend on a boss and with it increase the vision to get to achieve what they set out to do, this is one of the factors that have managed to change certain learning and training techniques within companies.
In the book Training and Personnel Development (Siliceo Aguilar, 2012), it provides us with a concept of Training “Training consists of an activity planned and based on the real needs of a company or organization and oriented towards a change in knowledge, skills and attitudes of the collaborator ”, without a doubt a definition that complies with various points in favor that human resources managers try to project to collaborators and CEOs. Knowledge is power and training is undoubtedly an investment that we give to the experience and capacity that we develop in life and we will know the importance that it represents in an individual.
III. Development
Although training within an organization is not an easy task, it has changed in terms of modalities, objectives, and evaluation of it, this for a simple reason. Do we know what the results are that a training leaves on the workers? The questions from different points of view: From the director "How much will the course cost me?", From the worker "How long will the course last?" In the first instance, as an area of human capital, we must mediate this situation, first supporting the CEO the benefits that this will bring to the organization, second why, in particular, a certain collaborator must attend, and third, how we will evaluate the results of the delivery of certain courses. Then you have to support or rather show the worker what will be the benefits of having attended the training,responsibilities and expected results after having acquired various knowledge. But how to support the need for training? For Human Capital it is essential to have evaluated all its staff with psychometric exams, to evaluate the procedures, responsibilities and skills necessary for the position and some type of survey that helps you assess the current situation of the company and know which are the areas for improvement. and with it to be able to design or look for a course that helps to eradicate it. Next, a training plan must be prepared in which three items must be visualized: Name of the course, time, objectives and activities to be carried out, this in order to have parameters that help us to have a qualitative support of the importance of the course.One of the most important reasons for training is that with it you can have enough tools to design the career and life plan for the worker and develop the famous "promotion" in which if any worker applies for a promotion, You have to evaluate, skills, competences, training and what will be the benefit that it offers when you ascend, with all this you can be encouraged to acquire more knowledge day by day and above all perform in the area that pleases you.training and what will be the benefit offered by ascending, with all this you can be encouraged to acquire more knowledge day by day and above all perform in the area you like.training and what will be the benefit offered by ascending, with all this you can be encouraged to acquire more knowledge day by day and above all perform in the area you like.
After taking the course, the employee must be evaluated various items, this is one of the situations that previously did not contemplate or did so in a lesser proportion, such as real knowledge changes, new attitudes or increased productivity, These items are favorable indicators to know how beneficial the course was and thus conclude the staff training stage. Currently one of the evaluations that give the most results are those that are made to know the attitude towards work, stress and frustration in front of it, therefore they are the most demanded courses to achieve that key positions within an organization overcome this type of problem that is afflicting the collaborators of the vast majority of important and recognized companies,as is labor productivity, being one of the topics that has exceeded demand expectations within consulting chains or companies dedicated to providing training courses.
Another of the reasons why an entrepreneur decides to implement training in his company must be aimed at knowing what the objectives of the company are, and how to face new challenges and goals to be achieved year after year. We have seen a clear example of a company in which in years gone by its few numbers of collaborators saw it unnecessary to have to train them, even business objectives had not been established, nor by area, thus the few workers who carried out activities did not know the because they had to carry them out, or what were the results they were going to get thanks to the performance that was being achieved, which is why at the end of last year it began to increase its number of collaborators, sales and internal procedures,For this reason, it was necessary to design a Business Plan, which stipulates the business philosophy, general objectives and what the changes will be.
This business plan should be disclosed to all employees with the primary purpose of knowing that each of the activities carried out has a reason and that without them the operation could not be carried out. Thanks to this, the company underwent a radical change, since each area knew what it had to do in order to achieve these objectives and thus not only the company grows, but also the worker grows along with it. Now, there has been a change in how to deliver a training and technology, since thanks to it new strategies have been designed on how to implement a course. Various tools are implemented according to the theme of the course,but in which in our opinion it is most helpful is the method of learning by doing, in which not only are the subjects exposed but also all the theory that is taught to the worker, certain activities are designed in which they can be applied, making them put into practice each of the topics seen.
In general, it does not matter which method is used, but what is interesting is the encouragement and dedication that the worker applies, since in many occasions they take it as a way of not being at work or simply to cover time, without knowing that they are investing in their future within the company or in the same way outside it, since the validity of each of the courses must be validated with some recognition that stipulates that I participate in the course and I conclude it with certainty. level of knowledge. Thanks to the technological tools, the assistants that the instructors use have changed a little, since before, only a blackboard or flipchart was used, but now it is further enriched by having a projector, Wi-Fi, among other tools on hand, in the same way the methodology has also changed,since before the course would have to be in-person at the specific place where it was going to take place but it no longer has to be this way, with the help of videoconferences they can be held in different parts of the world, this has helped to lower the cost of the courses and the ease of schedule to be able to take the course.
Other factors that have been verified are that it has to be developed in a place with specific characteristics in which the unique attention can be captured, in addition to having adequate ventilation, for the reason that it has been verified that the brain or attention works better if the place where an activity is being carried out is the ideal one for it, another situation that should also be foreseen is cleaning the place, the latter being one of the most important visually thanks to the fact that visually something that is messy discourages people who are in the area, since this is like a work area, while this messy your office or desk does not make the job easier since the environment feels heavy, dirty,and does not encourage the collaborator to develop what he needs to do.
One of the most important parts to be able to conclude a training and that although it has been emphasized that they should pay more attention to this part of the process, many times it is not so since it is where the collaborator evaluates the performance of the instructor, the course and from the place where it was given, the recommendation that many authors and companies offer is to design an exit survey, this in order to evaluate the performance that we as trainers or in the event that the collaborators have gone to another place outside of The company can also be evaluated as was the perception they had of the course they have taken. The survey should be aimed at finding out what the topics were like, if they help to carry out the activities in the area better, suggestions for the course,at the level of knowledge that was imparted, this is how it is suggested it may be the best way to make an introspection in the opinion of the listener.
A strategy that we have had the opportunity to observe and be part of is metoring (Castillo Contreras, 2012) in which a definition is mentioned “Process in which a person helps to experience professional growth through learning” the coach He is an external person who advises the CEO, providing certain parameters of how to run the company, what to do in different situations and how to evaluate the staff he is in charge of, making the director who has brought him personal growth external, as this owner, creator and director of the company never imagined that the company would grow, for which he saw the need to contract the mentoring service, after 1 year with this type of training he has brought improvements to himself and to the team of work that has formed,for which he is grateful for the constant support and not only teaching him but also allowing him to experiment in different situations that he has had to solve in the field of general management.
Just as this company has been trained at the head of the team, it does not mean that it cannot train any other of lower rank, since in the first instance an operating worker thinks it is a waste of time, this due to the situation of that in his personal life he has not been able to use himself to complete a school stage (primary, secondary, baccalaureate) so he feels that it will not benefit him to take any training to be a better worker and that at some point he may be in a higher position This is one of the problems that the area of human capital suffers, "staff reluctance", so the suggested strategy is first to make people understand the benefits it will bring them, in addition to being able to expand their knowledge,simply by being part of the company, it has a maximum value that many times feels displaced.
IV. conclusion
This is how we have observed how currently the worker and the trainers are being encouraged to implement better courses, techniques and tools that help them to take full advantage of the benefits that a company can bring about worrying about training its personnel by making this benefit. Mutual and generating motivation, loyalty and gratitude from the collaborator, we also knew the most demanded training areas such as stress, productivity and reaction to work, apparently it is in which universities should open a greater gap so that know how they should perform in the workplace,because many times that is not discovered until he shows up at the company and in order to land the young man it is necessary to have made a mistake so that he realizes that student life is not the same as business life, in the same way the most experienced person You also need to be trained, this being the tool that will help you complement the knowledge and truthfulness when working in an organization, concluding that it never hurts to expand our horizons and possibly know skills that we would never know we had if it were not for The new trend of training or education in companies that are adopting in the organization of the 21st century is always training for parallel growth, thus achieving the expected success.In the same way, the most experienced person also needs to be trained, this being the tool that will help them complement the knowledge and truthfulness when working in an organization, concluding that it is never too much to expand our horizons and possibly we will know skills of which we have never We would know that we had if it were not for the new trend of training or education in the companies that are adopting in the organization of the 21st century to always be training for parallel growth, thus achieving the expected success.In the same way, the most experienced person also needs to be trained, this being the tool that will help them complement the knowledge and truthfulness when working in an organization, concluding that it is never too much to expand our horizons and possibly we will know skills of which we have never We would know that we had if it were not for the new trend of training or education in the companies that are adopting in the organization of the 21st century to always be training for parallel growth, thus achieving the expected success.concluding that it never hurts to expand our horizons and we possibly know skills that we would never know we had were it not for the new trends of training or education in companies that are adopting in the organization of the 21st century of always training for a parallel growth thus achieving the expected success.concluding that it never hurts to expand our horizons and we possibly know skills that we would never know we had were it not for the new trends of training or education in companies that are adopting in the organization of the 21st century of always training for a parallel growth thus achieving the expected success.
