Factores que facilitan y obstaculizan la transferencia de la formaciĆ³n en un contexto laboral
Date
2021
Authors
Serrano Rueda, Jorge Armando
Journal Title
Journal ISSN
Volume Title
Publisher
Universidad EAFIT
Abstract
Training, as a human resource management practice, is becoming increasingly important in the development of human capital of strategic importance for the organization, however, many efforts aimed at training in work contexts are diluted when people return to work your daily workplace. The purpose of this qualitative study was to characterize the factors that facilitate and hinder the transfer of the training received in a leadership development program in a company in the colombian agricultural sector. As a data collection instrument, semi-structured interviews were used with managers, directors and boss of different areas of the organization who fully completed the program. The data collected in the interviews were processed using the ATLAS.ti software program. The findings identified the variable motivation for transfer as the one with the greatest impact in terms of facilitating the transfer of training and organizational culture as the greatest obstacle to transferring the knowledge and skills acquired in the program. In addition, intervention alternatives are proposed that promote the transfer of training within the organization under study.
Description
Los programas de formaciĆ³n estĆ”n adquiriendo cada vez mĆ”s relevancia en el desarrollo de un capital humano de importancia estratĆ©gica para la organizaciĆ³n, sin embargo, numerosos esfuerzos destinados a la formaciĆ³n en contextos laborales se diluyen cuando las personas regresan a su lugar de trabajo diario. El propĆ³sito de este estudio cualitativo, fue caracterizar los factores que facilitan y obstaculizan la transferencia de la formaciĆ³n recibida en un programa de desarrollo del liderazgo en una empresa del sector agrĆcola colombiano. Como instrumento de recolecciĆ³n de informaciĆ³n se utilizaron entrevistas semiestructuradas a gerentes, directores y jefes de diferentes Ć”reas de la organizaciĆ³n que completaron en su totalidad el programa. Los datos recopilados en las entrevistas fueron procesados utilizando el programa de software ATLAS.ti. Los hallazgos identificaron a la variable motivaciĆ³n para la transferencia como la de mayor impacto en cuanto a facilitar la transferencia de formaciĆ³n y a la cultura organizacional como el mayor obstĆ”culo para transferir los conocimientos y habilidades adquiridas en el programa. AdemĆ”s, se proponen alternativas de intervenciĆ³n que potencien la transferencia de la formaciĆ³n al interior de la organizaciĆ³n objeto de estudio.