Casting Clinic #8
Strategic Empowerment of Training

The eighth edition of the Casting Clinic Conference was held on February 8, this time dedicated to the theme "Strategic Empowerment of Training | Training and Development Processes Management and the Sustainability of Business Efficiency ".

During the session, Prof. Dr. Camilo Valverde, guest speaker, stressed the importance of developing a strategic training plan in companies that meets their needs and aims to contribute to their problem solving. At the corporate level, training is beneficial when it adds value to the company's strategy and not only if the trainer or training school is successful and recognized.

Companies should take advantage of the legal obligation to train their employees in order to contribute to their own problem solving. In this sense, and contrary to what is often thought, the object of analysis of vocational training should not be the people, but rather the context of work situations. To do training is to act on the context and to act on the context you have to act on the people. People's actions are dependent on the work context where they are placed, and not exclusively on their knowledge.

Thus, companies must take into account a training cycle in order to maximize the efficiency of their strategic training plans:

  • Diagnosis;
  • Completion of intervention;
  • Execution;
  • Assessment.

Taking into account 4 basic principles:

  • Training is not an end, it is a means;
  • It is a means among other means - it is not enough to do training, it is necessary to act upon other factors;
  • Training is only successful if you solve the problems that triggered it;
  • Being an investment, it should be evaluated.

Competence is a behavior that adds value and produces results for the company, where most of the competences are tacit and collective, so it is not enough to act only within individual training.

A sometimes overlooked and forgotten issue is the willingness of learning, people only learn if they want and are willing to learn. Learning is an active process with three pillars: acquiring knowledge, appropriating it and putting it into practice.

Studies indicate that 70% of the learning process is done on the job, during its course, 20% through the sharing of experience and exchange of knowledge, and only 10% in the formal teaching context, therefore it is advised that companies make a strong investment in the capitalization of their employees' experience, fostering, as far as possible, a learning context through dual senior / junior mentoring and the creation of internal knowledge networks.

"I hear and I forget. I see and I remember. I do and I understand." Confucius.