Training model for workers of service companies in the current context
Abstract
The objective of this work is to analyze theoretically and practically the reason of: why training represents an investment of short and medium term who enriches human capital in organizations of the knowledge society of the XXI century? impact methodology for service companies such as the health sector, whose working conditions (like other services) do not always favor or guarantee a successful training is proposed.
The trainer must face the negative attitudes of people who are unmotivated, with a strong tendency to blame the management level of adverse situations, with an unwillingness to training, with rejection by having to perform this process against shift or with 50% of their free time. They are circumstances that prevent, in most cases, come to meeting program objectives.
In our country, a legal obligation is given by the Constitution and the Federal Labor Law, for implementing training programs. In order to protect workers from dismissal for poor performance, caused by lack of training and updating their work. In fact workers have not always been fully aware of that.
Similar Articles
-
Measurement of the organizational climate in a SME of the service sector of the downtown region of Hidalgo
Jocelyn Estrella Rodríguez Martínez, Enrique Martínez Muñoz, Danae Duana Avila, Tirso Javier Hernández Gracia
-
Strategic management of human resources and its relationship with organizational development at the Unión Service Station in Trujillo, Peru
José German Salinas-Gamboa, Ricardo Paz-Muñoz, María Teresa Macedo-Mendoza, María Chávez-Barbarán
-
(De)globalization, complexity and uncertainty: towards ambidextrous business management
Arturo Rodríguez-Castellanos, Nerea San-Martín-Albizuri, José Alfredo Delgado-Guzmán
-
Study on the importance and impact of training in digital tools for MSMEs in Xicotepec
Silvia Denisse Cruz Suárez, Isabel Quiroz Ramirez, José Rubén Velazquez Vargas, Oscar Galindo González, Evelin Amador Mendoza, Guadalupe Tolentino Castillo
-
Processes of human management in public universities of Villavicencio
Juan Carlos Leal-Céspedes, Laura Fernanda Lozano Pernett, Ginna Paola Orozco Castro
-
Analysis in the recognition, measurement and disclosure of income from services for hotel SMEs in the ecotourism sector based on IFRS for SMEs
Oscar William Salinas Palacio, Johanna Cristina Serrano Rincón
-
Work Environment in Companies of the Services Sector in the Municipality of Puebla
Alfredo Pérez Paredes, Amado Torralba Flores, José Aurelio Cruz de los Ángeles
-
Diagnosis on the level of generation of inclusive businesses in the locality of Kennedy in Bogota and its impact on the local development
Manuel Fernando Cabrera Jiménez
-
Determining factors in employee motivation from the perspective of corporate social responsibility: A case study in a private company
Hernán José Hernández Belaides, Juan carlos Miranda passo
-
Generating elements of business success in young university entrepreneurs in Colombia
Amado Torralba Flores, Irma Nayeli Martínez Hernández, Ana Elena Mugno Noriega, Alfredo Pérez Paredes
Most read articles by the same author(s)
-
Knowledge management, through digital learning platforms and tools due to migration face-to-face classes to online
María Guadalupe Morales Espíndola, Karla Coré Moreno Cortés, María Martha del Socorro Romano Cadena, María del Refugio García Alarcón
-
Factors that influence the selection of restaurants (consumers), from the historic center of Puebla
Karla Coré Moreno Cortés, José Ángel Maldonado Reséndiz, Guadalupe Morales Espíndola
-
Management of social media marketing, to increase sales in service SMEs, whose clients are part of a university community. Puebla City case study
Karla Coré Moreno Cortés, María Martha del Socorro Romano Cadena, María del Refugio García Alarcón
Authors
References
Deloitte Consulting LLP y Bersin por Deloitte. (2014). Tendencias globales del capital humano 2014. Comprometiendo a la fuerza laboral del siglo XXI. Reino Unido: Deloitte University Press.
Arias, F., & Heredia,V. (2006). Administración de Recursos Humanos para el alto desempeño. México: Trillas.
Constitución Política de los Estados Unidos Mexicanos. (2017). México: Berbera Editores.
Definición mx. (04 de Agosto de 2016). Definiciones, capital humano. Obtenido de VíaDefinición.mx:http://definicion.mx/capital-humano/
El Financiero. (21 de agosto de 2015). El Financiero.com.mx. Obtenido de http://www.elfinanciero.com.mx/economia/sector-servicios-principal-motor-del-crecimiento-economico.html
INEGI. (28 de Julio de2015). cuentame.inegi.org.mx. parque servicios. Obtenido de http://cuentame.inegi.org.mx/economia/parque/servicios/i_servicios.pdf
Ley Federal del Trabajo. (2016). México: Berbera Editores.
Macías, M. (03 de Agosto de 2016). Guía de capacitación. La capacitación en la Empresa del siglo XXI. Obtenido de http//www.guiadecapacitacion.com/Articulos-Destacados/la-capcitacion-en-la-empresa-del-siglo-xxi.htm1
OCDE. (ENERO de 2015). Estudios económicosde la OCDE México. Obtenido de http://www.oecd.org/economy/surveys/Mexico-Overview-2015%20Spanish.pdf
Pérez Paredes, A., Torralba Flores, A., & D., M. Á. (2016). Fracaso Emprendedor, como experiencia de aprendizaje para empresarios. GEON,4 (2).
Rodríguez, J., & Morales, S. (2008). La capacitación en las organizaciones modernas. Synthesis. Punto de vista,2.
Ruiz, X. (2016 de Agosto de 2016). Blog Grandes Pymes. Obtenido de http://www.grandespymes.com.ar/2012/11/11/importancia-de-la-capacitacion-como-herramienta-del-siglo-xxi/