With the changes being generated by globalization, the postmodern world, the technological era, uncertainty and chaos, organizations have originated radical changes in their paradigmatic vision, modifying their core values in order to confront different contextual realities. In this context, the process of learning to learn within organizations constitutes an important bulwark and strategy for the ongoing improvement of human resources, the establishment of which is required throughout the organizational structure of a company. The general aim of this review article is to analyze the new learning to learn concept of organizations. Fundamental organizational changes are urgently needed at the level of human resources, through an understanding that learning processes are achieved from a multitude of different experiences.

ABSTRACT The present study aims to understand faculty research training in private universities in Lima, Peru. The paradigm that guided the study was interpretive, under the reflexive critical approach based on introspection of the experience. The methodology was qualitative, based on the thesis and its contradiction, the antithesis, the synthesis, from Hegel's perspective. The social actors were represented by faculty from Peruvian universities with different selection criteria; sixteen professors were selected as key informants. Data were collected through assertive communication strategies, using participant observation, focus groups, and interviews as techniques. In addition, the study used different research instruments to gather information such as descriptive record sheets, reflection scripts, questionnaires, video recording being key always, as a resource. Data analysis was perfo...