A snapshot of training practices in Peru

Autores

  • Olivia Hernández Pozas Director of the Master in International Business and full-time professor in Management at EGADE Business School, Instituto Tecnológico y de Estudios Superiores de Monterrey, México
  • Kety Lourdes Jauregui Director of the Master in Organization and Management of People and Associate Professor in the Management field at the Graduate School of Business, ESAN University, Peru

DOI:

https://doi.org/10.1016/S0123-5923(12)70216-4

Palavras-chave:

Training, need assessment, human resource management

Resumo

Organizations need well trained employees in order to maintain a competitive advantage. The purpose of this paper is to describe current training practices in Peru and to provide recommendations for improving organizational performance. This paper also aims to set priorities for future research work. Human capital theory and contributions on need assessment, and training planning, implementation and evaluation served as theoretical framework. This is a cross-sectional, exploratory study that used information from surveys conducted in 24 Peruvian companies. The findings reveal a strong interest in training, particularly with regard to the improvement of competencies, preference for face-to-face training, and the use of reaction evaluation methods. The recommendations include, among others, improving the provisions for internal support, policies, technology, behavioral evaluation, and resources.

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Biografia do Autor

  • Olivia Hernández Pozas, Director of the Master in International Business and full-time professor in Management at EGADE Business School, Instituto Tecnológico y de Estudios Superiores de Monterrey, México
  • Kety Lourdes Jauregui, Director of the Master in Organization and Management of People and Associate Professor in the Management field at the Graduate School of Business, ESAN University, Peru

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Publicado

2012-09-12

Edição

Seção

Artigos de pesquisa

Como Citar

A snapshot of training practices in Peru. (2012). Estudios Gerenciales, 28(124), 67-85. https://doi.org/10.1016/S0123-5923(12)70216-4