Evaluación y propuesta de mejora del proceso de capacitación del grupo Tawa

  • Descripción del artículo
  • The following work of the professional sufficiency makes the evaluation and description of The Process of Grupo Tawa Training. As a result, it is developed an analysis and planning of the proposal which allows sustainable results for the organization and the same time provides strategic objectives....

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Main Author: Alvarado Mallqui, Melany Ingrid
Other Authors: Delgado Dorrego, Ginella, Durand Prieto, Franchesca Alexandra, López Loayza, Ana Lucía
Format: Tesis de grado
Language: spa
Published: 2016
Subjects:
Online Access: http://hdl.handle.net/10757/621671
Summary:The following work of the professional sufficiency makes the evaluation and description of The Process of Grupo Tawa Training. As a result, it is developed an analysis and planning of the proposal which allows sustainable results for the organization and the same time provides strategic objectives. In order to carry out this evaluation, it has obtained information that it has allowed identify that it has not have a training plan, in the academic sense that we will review in a timely manner to follow the appropriate guidelines that allow us to contribute to the achievement of the organization objectives. Likewise, it is detected an infective participation of Human Management Area because this one is not proceed as an strategic partner that gives value in this process as only limited to collect the requirements and organize the logistic of its achievements. On the other hand, the Training Process is not produced an appropriated impact on the workers; due to the lack of management indicators to measure the effectiveness of the provided training, as well as the impact that these can produce in economics term. For the mentioned reasons, the following work of the professional sufficiency presents an improvement proposal based on the implementation of the training process focused on a management by competences, as well as the realization of the survey of training needs considering as main instruments the job profile and performance evaluation. In the same way, it is evident the need to implement the Diagnosis Format of Training Needs and to establish guidelines for the execution of programmes in order to propose the inclusion of some evaluation indicators.

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