COMPREHENSIVE PROFESSIONAL TRAINING MANAGEMENT

CURRICULAR DEVELOPMENT PROCEDURE

LEARNING GUIDE

1. IDENTIFICATION OF THE LEARNING GUIDE

Training Program Name: TECHNOLOGIST IN Administrative Management

Training Program Code: 122115
Nombre del Proyecto: APLICACIÓN DE ESTRATEGIAS ADMINISTRATIVA CONTABLES Y
Financial services for the provision of services in a SME located in the city of
CARTAGENA
Project Phase: ANALYSIS
File: 1948360

Project activity: preparation of diagnosis

Competence to propose training programs for the staff of the unit

ADMINISTRATIVE, IN ACCORDANCE WITH THE POLICIES OF THE ORGANIZATION

Learning outcome:

4015 - IDENTIFY TRAINING NEEDS FOR UNIT PERSONNEL

ADMINISTRATIVE IN ACCORDANCE WITH THE PURPOSES, THE POLICIES OF THE ORGANIZATION AND THE
CURRENT REGULATIONS.

4016 - PROPOSE AND PROMOTE TRAINING PROGRAMS ACCORDING TO NEEDS

TRAINING OF THE ADMINISTRATIVE UNIT PERSONNEL, AND THE POLICIES
INSTITUTIONAL.

4018 - PRESENT PROPOSALS FOR IMPROVEMENTS ON THE DEVELOPMENT OF THE PROGRAMS OF

TRAINING ACCORDING TO THE ORGANIZATION'S REQUIREMENTS

.4017 - CHECK THAT THE HUMAN TALENT ACTIVITIES OF THE UNIT ARE CARRIED OUT
ADMINISTRATIVE, COMPLY WITH QUALITY STANDARDS ESTABLISHED BY THE ORGANIZATION

Duración de la Guía120 horas

2. PRESENTATION:

This guide constitutes a tool for those who design training programs, with the
purpose of ensuring that they contribute to address the performance aspects that
justify such programs. Here are contained the strictly necessary elements for a
course or other training and education activity effectively allow participants
make the most of it

Introduction

In all companies, there are situations that involve me directly with the staff, however,
probably some of those situations can be resolved with design, execution, and evaluation

GFPI-F-019 V3
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Curricular Development Procedure
LEARNING GUIDE

while others do not, To be sure that a situation can be resolved by training the
personal, it is important to carry out the analysis of it. The starting point for the proper design of
the training programs is the SITUATION ANALYSIS, whose objective is to determine clearly
the problems or situations existing with the staff, that can be resolved through
training and coaching, as well as the needs for updating and development of the
workers, due to technological changes and the company's relationship with the service to the
clients.

Without a doubt, all organizations must design training plans that respond to the
needs of the administrative unit according to its mission and policies.
Training is associated with three purposes which are: the development of skills, imparting knowledge and
influence the attitudes of human resources. It is important not to lose sight that training must
to be developed and executed as a progressive system, a process that consists of three phases:
diagnostic. Teaching and evaluation." (lefcovich.2009).

Therefore, training programs should be proposed.

in the company, because we live on a planet
totally changing in terms of continuous news,
continuous adaptations and new learnings. Hence,
it is necessary for institutions to update and
appropriate new programs and education for the purpose of
to form a community that embraces new technologies
that mutate daily to achieve an ideal performance
coverage of vacancies in organizations, given that
Every day we have a more competitive society.
demanding. Where excellence is a matter of great relevance.

For companies or organizations, the training of human resources must be vital.

importance because it contributes to the personal and professional development of individuals while
redundant in benefits for companies.

For the development of this guide, you will have the opportunity to work in teams, starting from your
individual contributions, as a result of the study of the suggested texts. For this, it is essential that
each and every one of you:

They are interested in discovering the felt need for knowledge, so that they are motivated to
to clarify their doubts and fill their gaps with the study and development of activities.
B) Participate actively, responsibly, and autonomously in the study
C) Through the development of conceptual frameworks, construction, and appropriation of knowledge.
specific to the specialty.
D) They take an active role in the learning process, so that they can develop
autonomy and automation, in order to achieve truly meaningful learning.
E) Use ICT as a tool for the design of instruments and development of
evidence of learning.
3.1 Initial reflection activities.
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Curricular Development Procedure
LEARNING GUIDE

FIRST STAGE: SITUATION ANALYSIS

(Training Needs Assessment)
This stage is vital to justify the training needs courses that are requested. With
this stage is fulfilled with the detection of training needs
Training needs refer to the deficiencies or shortcomings that a
worker or group of them. To satisfactorily execute the tasks and
responsibilities that correspond to them in the company, as well as the limitations or
situations that occur in the company that affect performance and can be solved
through training.
To determine training needs, it is necessary to investigate all the facts.
observables that are generators of causes for which workers do not execute with
success in their tasks, or they incur in accidents.

In your evidence folder, organize a file that contains the development of the following.
activities

Essay on the reading of the book: htps://[Link]/bitstream/123456789/7130/1/UPS-

[Link]

Example of a work training certificate

Resolve the training matrix (Excel) downloadht[Link]

de-personal-in-a-company/

Develop a training plan

Prepare a training minutes

Strategies (didactic activities)

3.- preparation of report
4.- self-regulated reading
7.- Questionnaire of
questions 8.- virtual test
of knowledge
9.- Case studies

Time spent on the development of the activity

Presence Unschooled Virtue
ial the
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METHODOLOGY:
taking into account the reading of the material sent
It is necessary for the management of those who are candidates to be involved at this stage.
training, as each manager is the person who should know the performance of their staff
and its possible cause; likewise, it is the Management that must know what the
desired performance of the staff.
To cover this stage, it is necessary to hold meetings with management for the following.
1. Explain the previous aspects, When can it be done
2. They should participate in defining the training of their staff, at what moment
Can it be done?
3. It provides us with information to design the training plan. Who provides us with that?
information
4. Responder
ASPECTS TO DEFINE WITH MANAGEMENT
What is it that the worker(s) does (do) that they should not do?
2. What should (I) do and how?
3. What should the worker(s) be able to do when they finish their
training?
4. What knowledge or handling of instruments do you think should be included in the
training content.
5. How management can facilitate the incorporation of aspects by workers
of training at work?
6. How will management follow up with their staff after the training?
what will be your evaluation criteria to see if the worker has improved or
Did they improve?

(Tiempo 3 horas) (Tiempo Autónomo 2Horas) (Tiempo virtual: 1 hora)

3.3.3 Carry out the workshops and other exercises proposed by your tutor for understanding the
theme.
(Tiempo presencial horas) (Tiempo Autónomo 11 Horas) (Tiempo virtual: 1 hora)

Knowledge transfer activities.

Strategies (didactic activities)
1.- Written report related to the reading
2.- Problem-based learning.
3.- Fieldwork

Time invested in the development of the activity

Presence Unschooled Virtue
ial 6 to the 4
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Curricular Development Procedure
LEARNING GUIDE

4. EVALUATION ACTIVITIES

Evidence of Evaluation Criteria Techniques and Instruments of

Learning Assessment

Evidence of Design a training plan that responds to Questionnaire of questions

Knowledge : the needs of the administrative unit of about basic concepts.
agreement with the mission and policies of the
organización

performance in the activity

Building a map
Evidence of mental.
Performance

Document that contains

matrix
Evidence of
Producto:

5. GLOSARIO DE TERMINOS

Attitudes
Self-learning
Quality
Quality of the presentation
Competent
Training costs
What satisfies the expectations of the shareholders of the business.

6. BIBLIOGRAPHIC REFERENCES

Diagnosis of needs and training proposal for the company Esfel, s.a.
htps://[Link]/bitstream/123456789/7130/1/[Link]

Chiavenato
, Idalberto. "Human Talent Management". Mexico: McGraw-Hill/INTERAMERICANA EDITORS;
S:A: OF C;V :; 2009
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Curricular Development Procedure
LEARNING GUIDE

Belia López Instructor

7. DOCUMENT CONTROL (Modified)

Name Cargo Dependency Date

Author(s) Belia López Instructor July of

2017

Review

Approval
n