SAN PEDRO PRIVATE UNIVERSITY

FACULTY OF CIVIL ENGINEERING

Business Management
THEME:
TRAINING AND DEVELOPMENT PLAN
HUMAN RESOURCES FOR A MUNICIPALITY

TUTOR:
CHAVEZ OLIVERA ELEAZAR
STUDENTS:

Adolfo Quitomaguina
PEREZ CARHUAPOMA, Héctor
RIOS ICHIPARRA, Michael
Luis CERNA JAMANCA
DAVID SANTIAGO ESPINOZA

HUARAZ - 2015
 INDEX
INTRODUCTION
OBJECTIVES
CA PLANPTRAINING AND DEVELOPMENT OF HUMAN RESOURCES....1
I. ACTIVITY FROM THE MUNICIPALITY:.......................................................1
II. JUSTIFICATION:..................................................................................... 1
III. SCOPE:.............................................................................................. 2
IV. PURPOSE OF THE TRAINING PLAN:..................................................2
OOBJECTIVES
.V TRAINING PLAN:..............................................2
5.1. General Objectives.2
5.2. Specific Objectives.3
VI. GOALS:................................................................................................ 3
VII. STRATEGIES:..................................................................................... 3
VIII. TYPES, MODES AND LEVELS OF TRAINING:..........................3
8.1 Types of Training.3
8.2 Training Modalities.............................................................4
8.3 Training Levels.....................................................................5
IX. ACTIONS TO BE DEVELOPED:...............................................................6
TRAINING TOPICS (AS AN EXAMPLE).............................................6
X. RESOURCES:......................................................................................... 6
10.1 HUMANS. 6
10.2 MATERIALS. 6
XI. FINANCING. 7
XII. BUDGET FROM THE FIRST TRAINING (AS AN EXAMPLE)........7
CONCLUSIONS:
RECOMMENDATIONS:
INTRODUCTION

Training is an educational process of a character

strategic applied in an organized and systemic manner, through
in which the staff acquires or develops knowledge and
specific skills related to work, and modifies their
attitudes towards aspects of the organization, the position or the
work environment. As a component of the development process
Human Resources, training involves on one hand, a
defined succession of conditions and stages aimed at achieving the
integration of the worker in the function they perform and to the
organization, the increase and maintenance of its efficiency, as well
as his personal and work progress in the Municipality. And, for
another set of methods, techniques, and resources for the
development of plans and implementation of specific actions
of the Municipality for its normal development. In this sense, the
training is an important factor for the worker
provide the best contribution in the assigned position, as it is a

constant process that seeks efficiency and the greatest

productivity in the development of its activities, likewise
contributes to enhancing performance, morale, and ingenuity
worker's creativity.

OBJECTIVES

Implement a training plan to improve management

from a municipality
The present monographic work aims to present
an introductory overview of the topic of training management
in the municipalities.
TRAINING AND HUMAN RESOURCES DEVELOPMENT PLAN FOR A MUNICIPALITY
Business Management

TRAINING AND DEVELOPMENT PLAN

HUMAN RESOURCES

I. MUNICIPALITY ACTIVITY:
Es una entidad básica de organización territorial y canales inmediatos
of community participation in public affairs, which institutionalizes and
manages autonomously the interests of the respective
collectivities; being its essential elements, the territory,
population and the organization.

The Municipality is the governing body that promotes development

local, with legal personality of public law and full capacity
for the fulfillment of its purposes.

II. JUSTIFICATION:
The most important resource in any organization is formed by the
person involved in work activities. This is of particular
importance in an organization that provides services, in which the
behavior and performance of individuals directly influences the
quality and optimization of the services provided.
Un personal motivado y trabajando en equipo, son los pilares
fundamentals on which successful organizations base their
achievements. These aspects, in addition to constituting two internal forces of
great importance for an organization to achieve high levels
of competitiveness, are an essential part of the foundations on which
new management or administrative approaches are emerging.
The essence of a motivated workforce lies in the quality of treatment.
what he receives in his individual relationships that he has with the
employees, in the trust, respect, and consideration that their bosses
they provide them daily. The
work environment and the extent to which it facilitates or inhibits the
compliance with the work of each person.
However, in most organizations in our country, neither the
motivation, nor teamwork have the level of treatment that is
desirable, thus failing to take advantage of significant contributions from
the labor force and consequently the ability to obtain higher income and
positions of greater trust in society. Such premises lead to
automatically to inevitably focus on the topic of the
training as one of the backbone elements to maintain,
to modify or change people's attitudes and behaviors

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dentro de las organizaciones, direccionado a la optimización de los

services provided by the Municipality.
En tal sentido se plantea el presente Plan de Capacitación Anual en el
Human Resources area.

III. ALCANCE:
The present training plan applies to all the
personal que trabaja en La Municipalidad.

IV. PURPOSES OF THE TRAINING PLAN:

Being its general purpose to promote organizational effectiveness,

the training is conducted to contribute to:
1. Raise the performance level of the workers and, with
Hello, to the increase in productivity and performance of
The Municipality.
2. Improve the interaction among workers and, with that,
raise interest in quality assurance in the
service.
3. More easily meet future requirements of
The Municipality in matters of personnel, based on
human resources planning.
4. Generate positive behaviors and improvements in the climate of
work, productivity and quality, and with it, to raise
the work ethic.
5. The indirect compensation, especially among the
administrative, which tend to consider this as the payment that
assume The Municipality for its participation in
training programs.
6. Mantener al servidor municipal al día con los avances
scientific-technological, which encourages initiative and the
creativity and help to prevent obsolescence of the
workforce.

V. OBJECTIVES OF THE TRAINING PLAN:

5.1. General Objectives

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Prepare staff for the efficient execution of their

responsibilities they assume in their functions.
Provide opportunities for personal development in positions
current and for other positions for which the collaborator may
to be considered.
Modificar actitudes para contribuir a crear un clima de trabajo
satisfactory, increase the motivation of the worker and make it
more receptive to supervision and management actions.
5.2. Specific Objectives

Provide guidance and information regarding the

objectives of The Municipality suh organization
operation, rules and policies.
Provide knowledge and develop skills that
cover all the requirements for the
performance of the staff's duties.
Update and expand the knowledge required in areas
specialized activities.
Contribute to raising and maintaining a good level of
individual efficiency and collective performance of the
workers.
Help in the preparation of qualified personnel, in accordance with
the plans, objectives, and requirements of the Municipality.
Support the continuity and institutional development.

VI. GOALS:
Train 100% of the staff of the Municipality, regardless of
were their labor regime.

VII. STRATEGIES:
The strategies to be employed are.

Development of practical work that has been taking place

daily.
Presentation of case-specific matters from your area
Conduct workshops
Exhibition methodology - dialogue

VIII. TYPES, MODALITIES AND LEVELS OF TRAINING:

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8.1 Types of Training

Inductive Training
It is one that aims to facilitate the integration of the worker.
in her new role, in general like her work environment,
in particular.
It usually develops as part of the Selection process.
of Personal, but it can also be done prior to this. In such
In this case, training programs are organized for the new one.
desempeño de funciones y se selecciona a los que muestran
better utilization and better technical conditions and of
adaptation.
Preventive Training
It is one that is oriented towards anticipating the changes that occur in the
personal, every time their performance can vary with the
over the years, their skills may deteriorate and technology can make
their knowledge is obsolete.
This aims to prepare personnel to face
successfully the adoption of new work methodologies, new
technology or the use of new equipment, being carried out
in close relation to the technological development process.
3. Corrective Training
As its name indicates, it is aimed at solving
"performance issues". In this sense, its original source of
information is the Performance Evaluation that must be
normally carried out at the Municipality, but also the
diagnostic needs assessment studies aimed at a
identifying them and determining which ones are feasible for solution to
through training actions.
4. Training for Career Development
These activities are similar to preventive training, with
the difference is that they are aimed at facilitating workers
puedan ocupar una serie de nuevas o diferentes posiciones en
the Municipality, which involve greater demands and
responsibilities.
This training aims to maintain or raise the
present productivity of workers, while the
prepara para un futuro diferente a la situación actual en el que
the Municipality can diversify its activities, change the

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type of functions and with that the expertise necessary for

to perform them.

8.2 Training Modalities

The types of training stated can be developed through

of the following modalities:
a) Training
Its purpose is to impart basic knowledge aimed at
provide a broad and comprehensive overview regarding the
development context.
b) Update
It aims to provide knowledge and experiences.
derivatives of recent scientific and technological advances in a
determined activity.
c) Specialization
It is aimed at deepening and mastering knowledge and
experiences or the development of skills, regarding a field
determined activity.
d) Improvement
It is proposed to complete, expand or develop the level of
knowledge and experiences, in order to enhance performance
of technical, professional, managerial, or management functions.
Complementation
Its purpose is to strengthen the training of a worker who
only manages part of the knowledge or skills
demanded by their role or position and requires reaching the level
that this demands.

8.3 Training Levels

Both in terms of types and modalities, training can

to occur at the following levels:
i. Basic Level

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It is aimed at personnel who are starting in the performance of a

occupation or specific area in the Municipality.
Its purpose is to provide information, knowledge and
essential skills required for performance of the
function.
ii. Intermediate Level
It is aimed at staff who need to deepen their knowledge and
experiences in a specific function or in an aspect of
her.
Its aim is to expand knowledge and improve
skills related to the demands of specialization and
better performance in the function.

iii. Advanced Level

It is aimed at individuals who need to obtain a comprehensive view and
profound in an area of activity or a related field
with this.
Its purpose is to prepare occupational profiles for the
performance of tasks of greater demand and responsibility
inside the Municipality.

IX. ACTIONS TO DEVELOP:

The actions for the development of the training plan are

backed by the syllabi that will allow attendees to
capitalize on the themes, and the effort made that will allow for improvement
the quality of human resources, for this, is being considered the
next:

TRAINING TOPICS (AS AN EXAMPLE)

INSTITUTIONAL SYSTEM
Municipal Management and Human Resources
Municipal Administration
Citizen Security
Urban Planning and Development

INSTITUCIONAL IMAGE

Human Relationships

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Public Relations
Management by Values
Mejoramiento del Clima Laboral
ACCOUNTING:
Audit and Control Standards
Property Control

X. RESOURCES:

10.1 HUMANS
It is made up of participants, facilitators, and presenters.
specialized in the subject, such as: lawyers, graduates in
administration, accountants, psychologists, etc.

10.2 MATERIALS
A. INFRASTRUCTURE. Training activities are
they will develop in suitable environments provided by the
Municipal Management of the Municipality.
B. FURNITURE, EQUIPMENT, AND OTHERS. It consists of chairs,
folders and work tables, whiteboard, markers, flip chart, equipment
multimedia, TV-DVD.
C. TECHNICAL-EDUCATIONAL DOCUMENTS. Among them we have:
certificates, evaluation surveys, study materials, etc.

XI. FINANCING

The investment amount for this training plan will be financed with what
budgeted by the Municipality.

XII. BUDGET FOR THE FIRST TRAINING (AS

EXAMPLE)

DIPLOMA IN MANAGEMENT MUNICIPAL Y RECURSOS HUMANOS, convenio

institutional University National of Trujillo-UNT
Trujillo Foundation and the Intersectoral Confederation of
State Workers La Libertad – CITE – LL, for 60
workers.

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DESCRIPTION UNIDAD CANTIDAD COST TOTAL COST

Unitary

90 $1,800.00
Inscripción Unid S/. 20.00

90 S/. 27,000.00
Costo del diplomado Unid. S/. 300.00

90 S/. 2,700.00
Certificados Unid. S/. 30.00

S/. 31,500.00
TOTALBUDGET

Cancelled in 6 installments, 6 months a week before the exhibition and

delivery of materials

Pág. 8
CONCLUSIONES:
If the training structure does not respond to the
municipalities' capabilities regarding control of the
organization, efficiency and effectiveness are affected by
problems in decision making.
The training plan is a tool to improve the
quality of the services provided by the municipality.
-

RECOMMENDATIONS:
If the training structure does not respond to the
capabilities of municipalities regarding control of the
organization, efficiency and effectiveness are affected by
problems in decision-making.