Summary
Training as continuous learning is a systematic process to teach or optimize the skills of people at all levels of the company. Productivity is the relationship between those produced and the means used, the less means used, the more productive. The relationship between training and productivity is important since the more trained an employee is, the better he will know how to handle the resources he has.
The importance of productivity training
introduction
Training is essential for skill development and it is not just for the operatives in question - leadership training is provided with educational experiences designed to enhance their effectiveness as a leader. That is why the importance of training in companies at all levels.
In this work the concepts of training and productivity and the relationship they have to the performance of companies will be defined.
II. Background
In this world that every day becomes more competitive and more demanding, companies seek to be more productive, for this they need technology, quality, efficiency and for all this the most important thing is to have trained personnel since if the personnel is not capable of Apply your knowledge and skills in the above aspects, you can hardly become a competitive company.
Productivity can be defined as “the ability to produce more and better satisfiers with equal or fewer resources, or in other words, to obtain more production from each unit of capital and labor that is contributed to the economic system” (Servitje, 2006, p. 1)
Reza defines training as:
Action aimed at providing, developing and / or perfecting the aptitudes of a person, with the purpose of preparing him to perform correctly in a specific job position. It is related to the cognitive area. Some classify it in Job Training: Set of actions aimed at developing and perfecting job skills for the best performance of their job and Job Training or education: Knowledge provided by the formal educational system, outside the scope labor, to those people who intend to enter the job market. Training; action of systematically imparting an organized set of theoretical and practical contents that make up an occupation to workers with a certain degree of knowledge and previous experience in related occupations (Reza,2000, p. 33)
We can say that training is a systematic process to teach and optimize people's skills to perform any task. The training must be continuous and have clear objectives to give the expected results.
According to Silicon, "For the organization to make training a multi-benefit process, it is necessary for the group of executive leaders to participate in development events" (Silicon, 2006, p. 66). In other words, not only the operatives or middle managers must attend the training, as well as the managers and not only as a support or to give importance to these programs but also to learn from them, as there are training for their specific tasks, it is important that be aware of what your workers are learning.
For the implementation of a training, a planning plan is required, which is defined as "… the strategy of companies aimed at providing and / or perfecting knowledge and skills since the integrated programs are specific tactics by areas or occupational groups" (Cantú, 2001, p. 9). In other words, the training plan is the entire process that goes from planning to implementing the training. It is necessary that the area to be covered is well specified in order to be clear about the objectives that are going to be met with this training, we cannot carry out a training plan for all areas unless the training is to improve the attitude of the employees which are called generic training.
III. Development
Although productivity is what gives companies the opportunity to continue in this highly competitive and demanding world, training is a necessary weapon to achieve this and make the most of all the skills of workers as mentioned by Servitje:
Among the factors that contribute the most to productivity are technological research and development, better organization of production processes, and development of the physical and mental abilities of the workforce through training and education. (Servitje, 2006, p. 1).
In other words, the training must be focused on transmitting the necessary knowledge to perfect both technical and administrative skills, but not only that, but also to modify the attitudes of the workers, that is, to motivate them and integrate them into the company so that they feel an important part of the company and with this positively influence their productivity in a personal way and therefore make them more productive for companies.
Now, if the training develops physical and mental skills, it is necessary to be aware that training is not only for operational personnel, as we have mentioned before, but also for senior managers, since it is not only trained in activities within of the company but in new technological, administrative, marketing and leadership trends.
The training, as we have said before, must have clear objectives to be effective, rather than the hours of training that employees receive, it must contain the necessary and pertinent information, because it is useless to provide workers or anyone with training that it does not serve what is required in the job or that it is deficient in its content. Training should be attractive to workers and should be delivered in a way where participants have the enthusiasm to learn and not bore them. If a worker does not take importance to training then it will not have any effect on his person and in this case it would only represent an expense for the company without any benefit.
Now, how important is training for productivity? The answer is that to be productive we need to have the necessary knowledge. For example, a seller, a person is hired to sell a specific product (automobiles), the worker has experience in the sales area, but does not have knowledge about automobiles, so that the seller has a better development in their activity should be given a course where he learns the basics of automobiles, because if a customer asks him questions about the product and he does not know what to answer or answers in the wrong way, the customer will most likely not buy the car and leaves with a bad impression of the company,or vice versa, the seller has extensive knowledge of automobiles but does not know how to treat the customer, so he must be trained in sales.
Another example can be in a factory, if the worker does not know how to use all the components of a machine it may not give the maximum performance and this generates costs and delays in production, instead a person trained to operate the machinery is efficient and this raises the productivity of the company.
Another important point is that training must be constant, it is imperative that companies train their staff when there are changes, for example in software systems, changes in production processes, new products, etc. However, the training does not end when the course is taught, but a comprehensive evaluation has to be made to know if the training was effective, if the knowledge imparted was really learned to calculate the cost benefit of the training and verify that the training was more effective. an investment than an expense.
IV. conclusion
Having a training plan raises the performance of employees, morale and ingenuity and this not only increases productivity but also having a trained staff shows that an organization is capable of facing the competitiveness that is more demanding every day, for On the other hand, the training plan must have the purpose of raising productivity and not only focus on motivation, which is what many companies do, but also on the needs that each one of them has.
The training must have precise objectives and specific plans and not only comply with the provisions of the Federal Labor Law, which obliges companies to provide training and training and workers receive it, and despite this circumstance many companies do not comply with this requirement. It should be borne in mind that training is not an expense but an investment so that the company can increase its productivity.
Speaking of workers, many times they do not understand the importance of receiving training and they may show a certain apathy when taking the training and not value or learn from it. That is why managers have the responsibility to motivate and make them see the importance of training.
Another important factor is the evaluation of the training, the impact of the training must be evaluated; Assessing a person's strengths and weaknesses helps set the stage for a training program.
References
- Cantú, L. (August 2001). Training and training base factor in productivity. Competitiveness in Mexican companies. Nuevo León, Mexico: Autonomous University of Nuevo León. Reza, C. (2000). Technology and the internet. Caracas: Uyapar Servitje, SL (2006). www.ueser.gob.mx. Retrieved on February 12, 2014, from http://www.usem.org.mx/ebiblioteca/index.php?mod=ebiblioteca&id=39Silicio, A. (2006). Training and staff development.
