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When the human resources area developed along with the heads of other areas what is called the Annual Training Program of the company, faces the development of obligatory steps underlying the success of programs to develop over the year.
But the surprise is that to complete the program detects that there are problems or difficulties in the development of the sessions. What happened? , Is it that students were not motivated? , "The speaker does not understand leave?," The times were not suitable?.
In some organizations consider the training process as a waste of time and money. The easiest way is to hire people who already know the issues that should dominate the worker in his office, rather than teaching people who are partly or completely outdated. But there is a risk to "withdraw" from the company once assimilated the knowledge and drive to practice the main points of his work.
However this is not the fault of the training process, these organizations exist in a poisonous atmosphere that makes the coexistence between the objectives of the worker and the company.
In important anyway responsible for the area known as human resources, we must do to achieve a successful training of staff.
1 .- Phase mandatory
The success of training depends not only on the performance of its four phases.
Do not start any training program without first having considered the training needs and have identified specific objectives to be achieved.
Then the program must be designed considering the basic principles of learning **
In the third phase is to choose the training method.
Finally, evaluating the program to determine whether they have achieved their objectives.
2 .- The environment
Supervisors, peers and organizational policies create a climate that helps or hinders the transfer of learning to the workplace.
**
Basic principles of learning
It must set goals before beginning a program
Which will help direct the effort and motivate the employee.
The use of models or deferential and active practice are also important elements in learning.
For teaching a new task has to choose between the aggregate method, which teaches the task completely without dividing it into subtasks, the unbundled approach, which divides the task into sub tasks, or the progressive method, which teaches a component of the and then adds another task while the previous practice.
The best method depends on the task, whereby you have to decide if it is taught in one session or sessions distributed.
The Graduate Making a Difference
Young man, just graduated, with high command of English and fluency in a foreign language to another, with some work experience, entrepreneurial, dynamic, with concern, willing to learn and work and also with full availability.
It seems the general outline presented by young people starting their journey in the labor market, but ... is there anything that can do different to each other? What is that little nuance that makes a personnel manager may decide, in some cases by a particular candidate?
The answer is found in the postgraduate courses, Masters courses or training. We talk about the most common means that new graduates or those looking to enhance their professional value, used as a vehicle for achieving the desired specialization that often does not guarantee the university.
Everyone who bets on a master's degree or a postgraduate course, knows that this is a long term investment and that its benefits will impact on their curriculum and their job prospects.
The demand for such services is growing. Infoempleo reports indicate the number of graduate programs has increased by about 15% each year.
Companies engaged in the training have long anticipated that demand for specialization. This applies Masterd, a leader in open, which already offers specific training, target training, both for people who are playing a working position and for people who are expectant of the same or eager for professional growth.
The preparation and specialization are two of the foundations that pursue many young people who begin their journey into the labor market, and many people with experience in the world of work, opting for recycled and adapted to new demands market.
More and more companies decide to include postgraduate courses and internal training for their employees but ... is it counterproductive? Should they choose the employees themselves or, rather, the person itself, in which you want to specialize?
The best answer to these questions is given by the companies that are flexible and provide a training 'ad casum' training by objectives Masterd is an example in this regard.
What is clear is that a resume is the cover letter for a job. If the curriculum has a differentiating factor in the way to enter the labor market is easier.
It seems the general outline presented by young people starting their journey in the labor market, but ... is there anything that can do different to each other? What is that little nuance that makes a personnel manager may decide, in some cases by a particular candidate?
The answer is found in the postgraduate courses, Masters courses or training. We talk about the most common means that new graduates or those looking to enhance their professional value, used as a vehicle for achieving the desired specialization that often does not guarantee the university.
Everyone who bets on a master's degree or a postgraduate course, knows that this is a long term investment and that its benefits will impact on their curriculum and their job prospects.
The demand for such services is growing. Infoempleo reports indicate the number of graduate programs has increased by about 15% each year.
Companies engaged in the training have long anticipated that demand for specialization. This applies Masterd, a leader in open, which already offers specific training, target training, both for people who are playing a working position and for people who are expectant of the same or eager for professional growth.
The preparation and specialization are two of the foundations that pursue many young people who begin their journey into the labor market, and many people with experience in the world of work, opting for recycled and adapted to new demands market.
More and more companies decide to include postgraduate courses and internal training for their employees but ... is it counterproductive? Should they choose the employees themselves or, rather, the person itself, in which you want to specialize?
The best answer to these questions is given by the companies that are flexible and provide a training 'ad casum' training by objectives Masterd is an example in this regard.
What is clear is that a resume is the cover letter for a job. If the curriculum has a differentiating factor in the way to enter the labor market is easier.
The thing is to find
This week I was in Monterrey and I noted the great concern of people about the layoffs that many companies have already started. The layoffs, announced in a few businesses and other expected by employees due to the fear that the crisis has created, will leave many people jobless. Among others, a transnational group has already announced cuts of another eight hundred people and that its subsidiaries produces aluminum alloy, has already started for several weeks now the feared dismissal. Many companies are restructuring in search of greater efficiency and have had to compensate valuable employees, not for lack of capacity or poor performance but because the workloads are distributed among a smaller number of employees to thin the roster.
When announcing the layoffs in a company and they are spread out over several weeks or fortnights, the company becomes totally unproductive because employees faced with anxiety the situation of not knowing if they are about the dismissal and the date on which the notified. Each week or fortnight during layoffs, staff is still in the company focuses on the rumor and dismissed the comments on the camera without anything mind and that is not life. "I really prefer a mate and not a doubt I murder" and said a fellow demanding to be told if you touch the dismissal when the restructuring experience in the Alfa Group in Monterrey during the 1982 crisis.
The layoffs because of the economic crisis that we live move and exacerbate the crisis to the family of those who lose their jobs. Usually people who become unemployed, after recovering from the surprise and become aware of the situation, react negatively to those who try to help by offering advice and their common response is "do not give me advice, best dame work ". But after a certain time, which varies depending on the type of person are open to suggestions from his friends, it becomes reality that old adage that "you will lost all.
An acquaintance recommended daily Monterrey on Sunday what to do when unemployment is present in the family mentioned that when the crisis comes through the door, we must not let love and family harmony is out the window and we must do something rather than closing the window. It is true that the emotional stability within the family is closely linked to financial stability when it is threatened, arising stress and concern among family members.
Tell the who lost his job to save the integrity and upholds their self-esteem is almost as insulting and mocking him the first reactions experienced with the dismissal is a surprise, disbelief, anger and self-defense, and the same about other family members when they learn of the dismissal. The dismissal affects the whole family especially when children are old to realize the situation. The crisis in the family for the dismissal of one of its members is expressed mainly in the emotional. Thus all family members should be prepared emotionally to organize their thoughts to help streamline and make it last as long as the money can be taken to address the situation and how best to help the unemployed to stay motivated to get a job over again.
The suggestions at the loss of employment are as follows: if you lost your job, you must face the situation and not hide it, staying out of work is no reason to feel ashamed or humiliated, do not give the problem a dimension that has not, although at present you think the biggest problem the world. Discuss with your partner and your children the problem and put them aware of the situation. The announcement of a drink has the theme "The thing is to find" indeed encerrándote not waste time at home, looking for opportunities by all means at your disposal and during the time you're at home, try to be productive doing something profitable, live with your family, avoid alcohol and drugs. Identify people in your circle of friends and acquaintances who you think you can help and come to them.
Plan your expenses for the coming months and spends only what is absolutely necessary, do not expect to be little left of your compensation to begin dosing. It is logical that at times you feel the situation you want and it makes you sad and despair, but now that you bend become frequent or are permanent, get help. If you think the spiritual support will strengthen you and help you stay in faith and hope, do not hesitate to ask (and, boy, it strengthens and helps). Self-esteem is the internal engine that will help you stay strong, especially in adverse circumstances such as unemployment, do not let your self-esteem collapses and immediately find another job doing everything within your reach to the smallest spare no effort . It's closed to other options for employment other than those you were, keep an open mind to new possibilities, it can turn the crisis into opportunity. Do not forget: "The thing is to find".
When announcing the layoffs in a company and they are spread out over several weeks or fortnights, the company becomes totally unproductive because employees faced with anxiety the situation of not knowing if they are about the dismissal and the date on which the notified. Each week or fortnight during layoffs, staff is still in the company focuses on the rumor and dismissed the comments on the camera without anything mind and that is not life. "I really prefer a mate and not a doubt I murder" and said a fellow demanding to be told if you touch the dismissal when the restructuring experience in the Alfa Group in Monterrey during the 1982 crisis.
The layoffs because of the economic crisis that we live move and exacerbate the crisis to the family of those who lose their jobs. Usually people who become unemployed, after recovering from the surprise and become aware of the situation, react negatively to those who try to help by offering advice and their common response is "do not give me advice, best dame work ". But after a certain time, which varies depending on the type of person are open to suggestions from his friends, it becomes reality that old adage that "you will lost all.
An acquaintance recommended daily Monterrey on Sunday what to do when unemployment is present in the family mentioned that when the crisis comes through the door, we must not let love and family harmony is out the window and we must do something rather than closing the window. It is true that the emotional stability within the family is closely linked to financial stability when it is threatened, arising stress and concern among family members.
Tell the who lost his job to save the integrity and upholds their self-esteem is almost as insulting and mocking him the first reactions experienced with the dismissal is a surprise, disbelief, anger and self-defense, and the same about other family members when they learn of the dismissal. The dismissal affects the whole family especially when children are old to realize the situation. The crisis in the family for the dismissal of one of its members is expressed mainly in the emotional. Thus all family members should be prepared emotionally to organize their thoughts to help streamline and make it last as long as the money can be taken to address the situation and how best to help the unemployed to stay motivated to get a job over again.
The suggestions at the loss of employment are as follows: if you lost your job, you must face the situation and not hide it, staying out of work is no reason to feel ashamed or humiliated, do not give the problem a dimension that has not, although at present you think the biggest problem the world. Discuss with your partner and your children the problem and put them aware of the situation. The announcement of a drink has the theme "The thing is to find" indeed encerrándote not waste time at home, looking for opportunities by all means at your disposal and during the time you're at home, try to be productive doing something profitable, live with your family, avoid alcohol and drugs. Identify people in your circle of friends and acquaintances who you think you can help and come to them.
Plan your expenses for the coming months and spends only what is absolutely necessary, do not expect to be little left of your compensation to begin dosing. It is logical that at times you feel the situation you want and it makes you sad and despair, but now that you bend become frequent or are permanent, get help. If you think the spiritual support will strengthen you and help you stay in faith and hope, do not hesitate to ask (and, boy, it strengthens and helps). Self-esteem is the internal engine that will help you stay strong, especially in adverse circumstances such as unemployment, do not let your self-esteem collapses and immediately find another job doing everything within your reach to the smallest spare no effort . It's closed to other options for employment other than those you were, keep an open mind to new possibilities, it can turn the crisis into opportunity. Do not forget: "The thing is to find".
Tactics to beat the labor market exclusion
Getting a job for people over 40 years is not an easy task.
Suddenly a good employee should face the cruel reality that their years of experience is a handicap in the labor market. But not so low as excessive.
Persons up to 35 years
A person with 40 or more years of life will always be ruled by younger candidates in job interviews. A frequent and very unfair situation.
Did you know that in America there are questions that are considered acceptable and unacceptable forms of employment application or job interview?
The age-related are considered unacceptable:
1 .- What is your date of birth?
2 .- How old is he?
The basis of this classification is that the request for data on age may discourage older workers.
The origin of the myth: The racing line
According to the myth references apparently born of a half truth widespread in Harvard University. Was associated with age at onset of a future employee to the racing line that the organization should develop for that person.
The fact is that ordinary people get only a part of this premise. For many organizations lack or do not know who is a racing line and less how to manage it.
HR consultants: enemies of the Elderly
Often, moreover, that the consultants develop the candidate profile as directed by the client. And the old question, usually respond until 35 years.
A cliche that the consultants did not seek to change not to discuss with the client. Besides who knows, may get another customer's order to build a line of career in the organization. "Busines is business"
Did you know that most older workers, especially those who are in jobs where physical strength is needed, work as well, compared with a yield equal to the same 20 or 30 years? . This brings up a general principle that HR specialists sometimes forget: People should be treated as individuals, not as members of a group or class.
And in his country: What do your government working against exclusion?
In Peru, there are rules on the topic that qualify as illegal limit access to employment on grounds of age. Additionally the Ministry of Labor of Peru has an office that reviewed weekly job advertisements and in those places where age limit, proceed to locate the company for the logical reasons for its action, otherwise punished. Your recourse is limited, but ... better than nothing.
Did you know that in America there is a Law on Employment Discrimination on grounds of age (1967)?. It prohibits employment decisions that are taken from the person's age when this is over 40 years.
A cross in the middle of the "Mecca"
To help in this crusade, I give some weapons with which you can fight against this myth. Made clear that only weapons are, how they use them depends on whether continuous or not ... alive:
1 .- Do you have experience in managing people
A key factor for competitiveness in the job market when you are older than 40 is to gain experience in supervisory positions, in which interaction with working groups can achieve goals. For example: Coordinating groups of young people who run specific tasks.
Recommendation: demonstrating its ability to coordinate or supervise staff Keep a positive attitude Maintain neat appearance
2 .- Culture Club: "Karma Chameleon"
Candidates vying for a spot with many children must demonstrate their ability to adapt to change, because that is one of the reasons we are looking for young people and also one of the most popular myths against elderly, since it is accepted that "are not likely to change", the usual .... you know.
Recommendation: Be seen flexibly to changes
3 .- A second option entrepreneur
We know the case of the founder of the franchise from McDonalds and Kentucky Fried Chicken. Age is no limit to start new projects.
Recommendation: Acquire training in the formation of micro or self-employment. In his country must have government institutions that develop these skills and above all are free. Find out.
4 .- Only you know
Sharpen your job search experience. This includes high level of specialization, particularly related to technical areas.
Recommendation: Exploit your experience or skill levels. Spend your efforts on finding a position that according to his experience and he really likes and what motivates them.
5 .- "I know you from hair to toes"
Do not miss the contacts that were harvested during a lifetime of work
They are the people who know us who can usually speak well or ill of our performance. Former colleagues, subordinates or bosses. Perhaps some of them require their "skills" for a project / problem can not solve.
Recommendation: Keep alive the network of contacts.
Finally: You're not Noah (the Bible)
Whether you are young, age is a number and an attitude to life is what really defines our personality to others.
Do not take any job just by necessity. If you can wait and do know options. Patience is a virtue of people with much experience.
Suddenly a good employee should face the cruel reality that their years of experience is a handicap in the labor market. But not so low as excessive.
Persons up to 35 years
A person with 40 or more years of life will always be ruled by younger candidates in job interviews. A frequent and very unfair situation.
Did you know that in America there are questions that are considered acceptable and unacceptable forms of employment application or job interview?
The age-related are considered unacceptable:
1 .- What is your date of birth?
2 .- How old is he?
The basis of this classification is that the request for data on age may discourage older workers.
The origin of the myth: The racing line
According to the myth references apparently born of a half truth widespread in Harvard University. Was associated with age at onset of a future employee to the racing line that the organization should develop for that person.
The fact is that ordinary people get only a part of this premise. For many organizations lack or do not know who is a racing line and less how to manage it.
HR consultants: enemies of the Elderly
Often, moreover, that the consultants develop the candidate profile as directed by the client. And the old question, usually respond until 35 years.
A cliche that the consultants did not seek to change not to discuss with the client. Besides who knows, may get another customer's order to build a line of career in the organization. "Busines is business"
Did you know that most older workers, especially those who are in jobs where physical strength is needed, work as well, compared with a yield equal to the same 20 or 30 years? . This brings up a general principle that HR specialists sometimes forget: People should be treated as individuals, not as members of a group or class.
And in his country: What do your government working against exclusion?
In Peru, there are rules on the topic that qualify as illegal limit access to employment on grounds of age. Additionally the Ministry of Labor of Peru has an office that reviewed weekly job advertisements and in those places where age limit, proceed to locate the company for the logical reasons for its action, otherwise punished. Your recourse is limited, but ... better than nothing.
Did you know that in America there is a Law on Employment Discrimination on grounds of age (1967)?. It prohibits employment decisions that are taken from the person's age when this is over 40 years.
A cross in the middle of the "Mecca"
To help in this crusade, I give some weapons with which you can fight against this myth. Made clear that only weapons are, how they use them depends on whether continuous or not ... alive:
1 .- Do you have experience in managing people
A key factor for competitiveness in the job market when you are older than 40 is to gain experience in supervisory positions, in which interaction with working groups can achieve goals. For example: Coordinating groups of young people who run specific tasks.
Recommendation: demonstrating its ability to coordinate or supervise staff Keep a positive attitude Maintain neat appearance
2 .- Culture Club: "Karma Chameleon"
Candidates vying for a spot with many children must demonstrate their ability to adapt to change, because that is one of the reasons we are looking for young people and also one of the most popular myths against elderly, since it is accepted that "are not likely to change", the usual .... you know.
Recommendation: Be seen flexibly to changes
3 .- A second option entrepreneur
We know the case of the founder of the franchise from McDonalds and Kentucky Fried Chicken. Age is no limit to start new projects.
Recommendation: Acquire training in the formation of micro or self-employment. In his country must have government institutions that develop these skills and above all are free. Find out.
4 .- Only you know
Sharpen your job search experience. This includes high level of specialization, particularly related to technical areas.
Recommendation: Exploit your experience or skill levels. Spend your efforts on finding a position that according to his experience and he really likes and what motivates them.
5 .- "I know you from hair to toes"
Do not miss the contacts that were harvested during a lifetime of work
They are the people who know us who can usually speak well or ill of our performance. Former colleagues, subordinates or bosses. Perhaps some of them require their "skills" for a project / problem can not solve.
Recommendation: Keep alive the network of contacts.
Finally: You're not Noah (the Bible)
Whether you are young, age is a number and an attitude to life is what really defines our personality to others.
Do not take any job just by necessity. If you can wait and do know options. Patience is a virtue of people with much experience.
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