Training
For organizations, human resources are the most important factor that exists within them, so there is no doubt in investing in staff in constant training since the development of staff depends on training and therefore that of the organization itself..
Training is a medium or long-term investment for companies, since it requires a lot of patience, since it is a process that requires time, apart from being a very important factor that motivates and retains the employee.
The objectives of the training are to seek to improve the skills, attitudes, knowledge, skills or behaviors of your staff.
Training and training play a very important role within the organization, but they should not be confused, they are totally different, training has a broader meaning and is aimed at managers and executives, while training is more focused on operations or workers who do use of machinery and equipment.
Training is to provide or transmit the knowledge that the company requires the employee to develop within the area or department assigned to him for the proper performance of his activities, thus giving him the tools for better development work for the benefit of the company.
Some employers see training as an expense, which is wrong, because training and training apart from being personal growth for the employee is also a benefit for the company, when the employee is trained or trained, their performance improves notably, in the absence of training, the opposite happens, negatively affecting the results in the company, giving the substitution and / or rotation of personnel since they would not have the capacity to perform a job properly.
It is important to emphasize that training is also motivating for workers since they learn and know new things, thus achieving personal development and the possibilities of reaching higher hierarchical positions.
Chiavenato (2000) says that “Training should deal with learning experiences towards the positive and beneficial as well as completing and reinforcing them with activities so that individuals at all levels of the company can acquire knowledge more quickly and develop those attitudes and skills that they benefit themselves and the company ”.
Training
The organization is interested in the employee acquiring skills, abilities and practical knowledge to have a rapid development and perform assigned actions without getting into the theory part.
Giving a clearer approach to training, a clear example will be cited to better understand it: “the company requires that a worker perform the work of operating machinery, so we will call this training, as there will be people in charge within the same organization that will transmit the necessary knowledge so that he can handle it, without risks or problems, that is why it was previously commented that practical knowledge is provided to the employee.
Chiavenato I. (2002) defines training as: “The process of developing qualities in human resources to enable them, in order to make them more productive and contribute better to the achievement of organizational objectives. The purpose of training is to increase the productivity of individuals in their positions, influencing their behavior. (p.386).
While, Alles M. (2005) states that: “training is a learning process in which skills and knowledge necessary to achieve defined objectives are acquired, always in relation to the vision and mission of the company, its business and the requirements of the position to be held or will be performed ”. (p. 308)
The training and training is based on Chapter III BIS Art. 153-A to 153-X of the Federal Labor Law, so as workers the employer can be required to train us in order to have a better job performance.
In conclusion, the training and education of the personnel working within a company are very important factors, since the achievement of the organization's objectives depends on them, the company must constantly provide training and implement dynamics for greater understanding and Employee motivation, which will later be reflected in the worker's performance.
Bibliography
- Chiavenato I. (2000). Human resources management. Colombia: Mc Graw Hill. Alles M. (2005). Strategic Human Resources Management. Management by competencies. Granica. Buenos Aires, Chiavenato I. (2002). Human talent management. Bogotá Mc Graw Hill.
