The article proposes an overview of current training trends and develops the approach to training processes based on the identification of quality standards.
In the highly qualified and globalized business world, there are multi-directional and dynamic trends that are due to adaptability factors such as strategy on the part of company boards of directors. Example of these trends; certification as a quality standard, or the name of a socially responsible company.
The concept is ambiguous, but a trend can be considered a non-permanent rule or standard dictated by the leading or innovative organizations par excellence.
At present, the permanence or leadership itself is due to factors of social conscience such that success is divided from the reliability and humanism that can be projected from the company itself.
While adaptable can be synonymous with permanence, it does not guarantee ultimate success.
Since the eighties and with the public appearance of the concept of globalization, business approaches have been determined by high competitiveness, and at one extreme, by marketing.
These two trends have been around for two decades and promise to be the norm for many more years.
When we talk about a new trend, we generally need a dynamic and flexible approach, as competitiveness and technological innovations generate unpredictable changes.
In the financial world, however, there is a clear definition of the trend concept. According to Alexis Cervera, expert in project evaluation and specialized consulting, the trend is: “ The expected behavior of financial assets, based on hypotheses obtained through technical and fundamental analysis of financial markets. There are three types: Primary, Secondary and Tertiary ”.
Another trend approach is expounded by Elizabeth Bustamante, consultant and marketing expert. “A trend indicates that there is an imbalance between the forces of supply and demand, so when demand exceeds supply, the trend is upward, when supply exceeds demand the trend is downward. And if the forces are even, the market evolves laterally or without trend ”.
Outside of the financial world, a business trend delimits the qualitative and quantitative behavior around the construction of the image or proceeding of companies, thus, each organization must put its leadership into practice and focus its action towards new objectives. According to the expert in organizational leadership, Leticia Cervera Backhauss, trends are positioned based on the level of leadership-vision and integration-implementation of their human capital. In other words, the greater synergy and quality within the work team, the greater agreements and better results are generated internally and externally. "These aspects project a solid scheme of success in the corporate and communication image of large corporations."
We could amalgamate the concept and establish that, trend is a relationship between interpreting and reinterpreting facts that mark a specific procedure or action.
And since we have entered the field of organizational leadership, a trend that is currently gaining momentum is precisely the social approach towards training human capital. In Spain, for example, recently, the Valencian Institute of Economic Research carried out a study entitled "The Geography of Human Capital in Spain", which yielded interesting results, as the investment and training approach marks a growth trend in the development of Human capital.
For their part, in Mexico, educational institutions such as the Universidad del Valle de México (UVM), belonging to the worldwide network of Laureate International Universities or the Instituto Tecnológico y de Estudios Superiores de Monterrey (ITESM), are developing training programs and continuous education based on the leadership of human capital, focusing its action on a change in the thinking scheme of students, teachers and private companies.
For its part, UVM is currently developing the UVM consultants project, which is developed as part of the fundamentals of marketing and communication courses, and which plans to implement three divisions of training in organizational leadership and comprehensive development of human capital. These divisions are: Incubator, Seminars and Diplomas.
According to Ana Karen González Guzmán, Jesús Guzmán Jiménez and Bek Ramírez Cervera, three of the project's creators, will develop a comprehensive program of leadership and reengineering of thought, focusing and designing their training programs with a spirit of joviality and excellence.
They intend to form a strategic alliance with the training company Meta Joven, Liderazgo Inexhaustible, who raise an image and projection in accordance with the expectations of the project. The final decision on the part of the directors of the University is still missing, however, the synergy is viable.
On the other hand, ITESM continues to implement programs, courses and diplomas in accordance with this trend.
Well, in the world of leadership, vision and adaptability unleash unlimited potential growth factors, which determine the daily occurrence in the business world.
