Plan Anual de Capacitación en una empresa de transporte de valores en C.A.B.A. implementado en el año 2022
Fecha
2023-06-12
Autores
Título de la revista
ISSN de la revista
Título del volumen
Editor
Universidad Nacional Arturo Jauretche. Instituto de Ciencias Sociales y Administración
Resumen
En este Trabajo Integrador Final se propone implementar un plan de capacitación para una filial en Argentina de una empresa multinacional de transporte de valores y caudales con sucursales en casi todo el país.
Para el año 2022 la Casa Matriz, ubicada en Estados Unidos, le exige implementar una nueva metodología de trabajo denominada Lean la cuál consiste en la mejora continua de los procesos existentes o en la creación de nuevos procesos que estarán a cargo de los propios empleados. Esta metodología se implementa en nuestro país como en el resto de las filiales del mundo de manera simultánea, por lo que, capacitar a los empleados de la compañía tiene prioridad sobre otras capacitaciones ya planificadas.
Por este motivo se desarrollará un Plan de Capacitación Anual y se incorporará al calendario de capacitaciones anuales existentes.
Se repasaron los principales conceptos de capacitación de autores como Blake, Chiavenato, Alles, Kirkpatrick entre otros, para generar un diagnóstico y en consecuencia generar un Plan de Capacitación Anual.
Mediante entrevistas, encuestas y cuestionarios a un grupo de empleados seleccionados de la compañía se recopiló información de la situación actual, utilizando una metodología cuantitativa y cualitativa.
Con la información necesaria reunida, se procedió a diseñar un plan de capacitación para incorporar la Metodología Lean y otro plan para un proceso en particular que está metodología permitió modificar.
En la última etapa, se realizaron evaluaciones de las actividades de capacitación, así como indicadores de impacto, para medir sí los planes diseñados cumplieron con los objetivos.
In this Final Integrating Work it is proposed to implement a training plan for a subsidiary in Argentina of a multinational company of transportation of values and flows with branches in almost the entire country. By the year 2022, the Headquarters, located in the United States, requires you to implement a new work methodology called Lean, which consists of the continuous improvement of existing processes or the creation of new processes that will be in charge of the employees themselves. This methodology is implemented simultaneously in our country as in the rest of the subsidiaries in the world, therefore, training the company's employees has priority over other training already planned. For this reason, an Annual Training Plan will be developed and incorporated into the existing annual training calendar. The main training concepts of authors such as Blake, Chiavenato, Alles, Kirkpatrick among others were reviewed to generate a diagnosis and consequently generate an Annual Training Plan. Through interviews, surveys and questionnaires with a group of selected company employees, information on the current situation was collected, using a quantitative and qualitative methodology. With the necessary information gathered, a training plan was designed to incorporate the Lean Methodology and another plan for a particular process that this methodology allowed to modify. In the last stage, evaluations of the training activities were carried out, as well as impact indicators, to measure whether the plans designed met the objectives.
In this Final Integrating Work it is proposed to implement a training plan for a subsidiary in Argentina of a multinational company of transportation of values and flows with branches in almost the entire country. By the year 2022, the Headquarters, located in the United States, requires you to implement a new work methodology called Lean, which consists of the continuous improvement of existing processes or the creation of new processes that will be in charge of the employees themselves. This methodology is implemented simultaneously in our country as in the rest of the subsidiaries in the world, therefore, training the company's employees has priority over other training already planned. For this reason, an Annual Training Plan will be developed and incorporated into the existing annual training calendar. The main training concepts of authors such as Blake, Chiavenato, Alles, Kirkpatrick among others were reviewed to generate a diagnosis and consequently generate an Annual Training Plan. Through interviews, surveys and questionnaires with a group of selected company employees, information on the current situation was collected, using a quantitative and qualitative methodology. With the necessary information gathered, a training plan was designed to incorporate the Lean Methodology and another plan for a particular process that this methodology allowed to modify. In the last stage, evaluations of the training activities were carried out, as well as impact indicators, to measure whether the plans designed met the objectives.
Descripción
Palabras clave
Plan Anual de Capacitación, Recibos de haberes, Cronograma, Costos, Evaluación de plan de capacitación, Indicadores, Annual Training Plan, Salaries receipts, Schedule, Costs, Training plan evaluation, Indicators
Citación
Soria, H. H. (2023). Plan Anual de Capacitación en una empresa de transporte de valores en C.A.B.A. implementado en el año 2022 [Trabajo final de grado, Universidad Nacional Arturo Jauretche]. https://rid.unaj.edu.ar/handle/123456789/3211