Introduction
We are clear that in every company, what makes it functional and that complies with its organizational culture, is the grouping of people, each with different skills, same that with the passage of their journey in the company is developing and educating, this in order to successfully carry out the objective of the position.
Most of the times, when an employee is selected, their academic level is analyzed, in order to contemplate a future scenario in which that employee will be more productive than expected.
Let us remember that the human being, by nature, has learning, perhaps at different levels, but in the end, he learns from his environment, but if an explanation is given of what happens around him, he will have a greater chance of being more capable in his life daily and work, thus, it will allow better decision choices due to the expectations that it can create from ethical bases.
In the following writing, we will be able to deepen what it means for a company to have a timely detection of needs, as well as the advantage and disadvantage of the technical methods that are carried out within the company.
Development
Education is the preparation for life and for life. One can speak of various types of education: social, religious, cultural, political, moral, professional.
In the particular case and the focus of the subject of organizational psychology, we refer to professional education, that is, as the Royal Spanish Academy maintains, “train: tr. Make someone fit, qualify him for something. " Therefore, in the understanding that the word train is to enable a person to have the knowledge and procedures to perform an activity well, we can ensure that labor education consists not only in training the employee, but also has successful causes.
In the understanding that in a company, the employee must be trained to carry out their work activities, what is called "training, personal training, training, development" must be carried out, which guides towards an evolutionary change in knowledge, skills and attitudes of the person involved based on the needs of the company and its growth projects both internally and externally.
The development that the company seeks towards the employee through the labor education that it provides, is important because it contributes and benefits in the first instance to its work team or its department, therefore, the company will have good results in what is produced and thus achieve a better permanence in the market, on the other hand, the capacity of each employee to carry out their activities, coupled with what is already their training, an organizational culture is achieved.
Organizational culture is one of the processes that every company must take care of since it reflects the company as an entity, which means that as the organization makes good strategies and applies them through communication and other administrative tools, it is how the employee will have a greater acceptance of organizational changes and thus avoid resistance to change in each member of the company.
Detection of needs
In order to carry out an adequate training strategy, it is necessary to have a Training Needs Detection or Training Needs Diagnosis, which is the process aimed at structuring and developing plans and programs for the establishment and strengthening of knowledge, skills or attitudes in the participants of an organization, in order to contribute to the achievement of corporate and personal objectives.
Well, by identifying the needs of the company, it is possible to identify the requirements of each employee so that it is necessary to carry out their activities. This means that two types of analysis should be performed:
- Task analysis: detailed study of a position to identify the skills required, so that an appropriate training program could be instituted Performance analysis: careful study of performance to identify a deficiency and subsequently correct it with new equipment, a new hire, a training program or any other adjustment.
A DNC report should answer what, who, how much and when to train. The training must be periodic and permanent and must try to be proactive avoiding reactivity.
On the other hand, the benefit of the DNC is that:
- Correct problems in the organization Redirect deviations in productivity Current impacts or future forecasts due to cultural changes, policies, methods or techniques in the face of reduction or increase in personnel Facing changes in functions or positions in emergent situations or as part of a Career Plan.
Training techniques
Considering that there are different types of needs in the company, individual, group, future projects, among others, it is essential to stop using a tool, which may be the ones defined below:
Direct observation: of the place of work, of the operator, of the results of the execution of the work.
Group meetings: bosses present the general and individual needs of their sector.
Interviews: to detect difficulties, look for causes and determine if they are related to lack of training. They can be done even with the same worker.
When these techniques have been carried out, which actually work as an investigation that manifest themselves in a need, a comparison of the current situation with the expected expectations in a certain time can be made, in such a way that the training that is You must plan according to the area.
It is considered that the great advantage of applying one of the aforementioned techniques is that the most effective training of the employee is achieved, in addition to having the most appropriate training for each case.
Importantly, vestibular training seeks to gain the benefits of on-the-job training without actually placing the trainee in the position. This technique is almost a necessity in positions where it is too costly or dangerous to train employees directly on the job.
The methods carried out within the company are:
- On-the-job training Worker rotation Job rotation
Vestibular training is that you seek a necessary technique in positions where it is too expensive or dangerous to train employees directly on the job.
Advantages and disadvantages of workplace methods
- Lessons or dissertations (Class method), requires little integration (courses based on readings, recordings, fascicles of programmed instruction and certain computer programs) Specialist conferences, the fact that a talk or conference is held, especially with employees new, it produces an activity in a general way of training, since it enters the activities carried out by the company. Audiovisual instruction, one of the most effective, since some employees have more developed visual and auditory intelligence than others. It is important to know that this type of method is a bit expensive, since if the company does not have a communication department, the organization will invest in an external agency.The objective is to carry out an in-depth study of certain subjects with a treatment that requires interactivity between specialists. Dramatization, forces the trainee to play different identities. It is very common that each participant tends to exaggerate the behavior of the other Modeling, one of the techniques with a certain degree of advantage, since having a person as a model of explanation, it is not certain that the employee will carry it out 100%.Programmed instruction, teaches job skills that involves presenting questions or facts and allows the person to respond, and then offers the employee immediate feedback on the accuracy of their answers. Computer-assisted instruction is effective when the employee is technologically proficient.,since after a certain degree of use to train, there may be a communication barrier. Simulation, a person must act as if the situation were real, executing their tasks as they would in reality.
conclusion
Part of the success in any organization is the application of training strategies, methods and techniques for its employees, since once a good DNC has been achieved, “minimum information necessary to make accurate decisions that save time, money and effort is obtained.. "
Achieving training on time and the correct one, the production processes improve, in addition, a better change of organizational culture is achieved.
In addition to the methods that were developed above, these can be useful in any company.
| Reactive method | It is an initial survey, a superficial study where symptoms are observed, in order to know the problems,
process them and find a way to change those already mentioned for the better. |
| Frequency method | A more in-depth probing is done, based on special situations and cases to observe signs of why
the scenarios are happening that way (wrong). |
| Comparative method | The information obtained is much more precise and it is possible to observe the syndromes of the real
training needs |
Finally, labor education does not consist in the selection only of those personnel with more studies, courses, workshops, etc., but rather, it is a plus for the personnel who, being trained in the company, are achieved to perform better their work within the company, then, the training of staff from the beginning of their professional career in the company, until it ends, they are educated for certain work trends in different topics, for example, training an industrial engineer, in the subject or specialty of quality system or quality auditor.
