Empiricism admits that the only means of knowledge is experience. Human beings live in constant learning where somehow from birth we are in continuous training and our first trainers or trainers are our parents, because they provide us with the necessary knowledge to develop and adapt to life.
Referring to the family as an organization, every day all its members join forces to promote the learning of each of its members, to lead the organization to success, as well as small, medium and large companies are in a learning continuous that leads them to achieve their goals.
In general, training begins empirically, where experience is the best teacher to learn to carry out each activity, the famous saying "trial and error" has played an important role in the development of organizations, due to to the high costs that this form of work had as a result forced organizations to carry out a methodology where they start from a subjective analysis to an objective planning that lead to improve the results and therefore increase the productivity indexes of the personnel. and lead to business success.
Training
Organizations often look for excuses to avoid unnecessary costs from the point of view of the finance department, such as investing in the development of their collaborators, in other words, avoiding training costs. The above is very ironic because the development and growth of organizations go hand in hand with their human capital.
In several cases it becomes part of the training process that a colleague of the collaborator inherits the habits of how to carry out an activity or how to operate a machine. Avoiding costs for constant training are vitiating the collaborator to find solutions based on their experience, for example: A worker uses a knife to unscrew a screw, when it should be with a flat screwdriver, this in the future causes significant losses to organizations because equipment breakdowns and spare parts are difficult to obtain, if there was a follow-up to the professional development of the staff, it would avoid, among other things, equipment breakdowns, work stress, conflicts between collaborators, desertion of staff caused by low motivation.
The training process
The way in which each organization faces the changing world is different, this depends on the size and needs of each of them, a small company that has a limited resource generally their training is based entirely on empiricism, since that this type of companies are familiar and are adopting them according to family experience and everything is attacked at the same time, there is no order, when organizations grow it becomes a little more complicated because their needs are increasing and very rarely can you combat more than one problem or need at a time. The definition of the learning object is more specific and since there is a more extensive human capital staff, it is necessary that some training method be adopted to make it work.Errors are not allowed in large companies, that is why empiricism loses strength in these organizations, making humans a kind of programmed mechanism to carry out activities well and at first without errors, as I quote Philip Crosby.
Phases of the training process
Whoever detects the training needs for the organization to operate efficiently is the one in the field of struggle, in other words, those who belong to the operational side, although most do not have knowledge of how training planning is carried out, if knows of the deficiencies in knowledge and how it would reinforce their intellectual and training capacity, due to the fact that they are in a continuous adaptability of the processes. However, managers and the human capital department must be alert to the training demands that collaborators require to increase their knowledge, skills and abilities to do a better job.
2. Design of the Training program
A key element when designing the training is the behavior and availability of each individual, since the success of the training depends on a large part of the collaborators, they in most cases have the solutions or have learned to cope the problems or obstacles presented in your workplace, with the appropriate training and experience will increase your productivity; For this, it is necessary that the objectives of the training are well founded, that the desires and motivation for wanting to learn are 100%, that the learning principles are used, because the human factor is very vulnerable and changing and each one learn from them differently,and above all, to use a sixth sense that, after an analysis of organizational behavior and based on experience and statistics, the type of training is required. In short words:Ideal training, for the right personnel, at the right time, with the necessary tools will result in SUCCESSFUL TRAINING.
3. Implement the Training program
There is no better or worse technique at the time of training, there are simply different types of groups of collaborators that need different learning methods. How do you know which type of training is ideal? The methods to be used will depend on the effectiveness, cost, facilities, capacity and types of learning to use, and above all, the experience that the company has with the training that has been given, analyzing the results and aligning all the elements of training.
It is worth mentioning that the type of training for operational collaborators is a mixture of the experience and techniques to be used, remembering that the operator acquires most of his specialization from his activities empirically, because if all companies sent first to Your collaborators at a school (business universities) would increase their costs, we must remember and take into account that not all organizations have the financial solvency to invest in training.
4. Evaluation of the training program
The follow-up of the training plays an important role since until the collaborator returns to his work station it is where it is checked if there was a change of attitude and progress in his job development.
The leaders and the human capital department together with the trainer should evaluate in order to improve in future trainings. The heads of area, even if they do not have expert knowledge in monitoring programs, should be aware of the improvements and needs of their collaborators, in an ideal case, keep records of the growth and needs of personnel to know the usefulness of training and foresee future courses.
conclusion
Learning occurs for the most part through experience.
The day we leave a company the most valuable thing we bring is the work experience, which is what validates all theoretical learning and gives added value to our work.
Nowadays, empiricism is still one of the most exact forms of learning and where, incidentally, most companies encounter difficulties, documenting and supporting all processes will lead the company to an adequate administration of resources, since in them Each activity is based and allows a constant analysis between what is real and what is expected, bringing with it the application of continuous process improvement.
Bibliography
William B. W, Jr. And Heinth Davis. HUMAN RESOURCES MANAGEMENT". Ed. Mc. Graw Hill.
Gary Dessler. "STAFF ADMINISTRATION". Ed. Prentice Hall.
R. Wayne Mondy Robert M. «HUMAN RESOURCES MANAGEMENT». Ed. Prantice Hall.
