For talent, vocational training is the means to acquire new skills and abilities. Something that, in turn, increases their employability. For bosses, it is a way to ensure the competitiveness of their workforce. In addition to strengthening the productivity of the company. At the same time, it is also a legal requirement that must be met. In this sense, vocational training in Mexico is governed by several legal provisions. One of them is the political constitution of Mexican states. What does this legal provision say about that? What is our proposal? Provide them with visual and simple software that allows you to track your employees` training. You have the ability to plan and control all your company`s training. You can even know in real time the progress of your employees in each training. In addition, there are the costs to the organization. Ideal if you want to create a tailor-made system to train your employees As you can see so far, the approach you choose in terms of training your employees is the key to the productivity of your organization and the development of your company`s employees. According to the Centre for Studies for Formal Employment (CEEF), the lack of vocational training puts Mexican workers at increased risk of finding themselves in informality.
It should be borne in mind that if the employer does not comply with this obligation or if the plans and programmes are not implemented, the secretariat may take steps to compel the employer to comply. At the same time, the company receives a penalty. Another issue raised by the Labour Code concerns the requirements that must be met. In particular, this legislative reform would relate to article 153-A of the Standard. It states that training “shall be given to the worker during the working hours of his working day. Unless the employer and the worker, having regard to the nature of the services, agree that they can be provided by other means. In a fast-paced labour market, vocational training is becoming a priority. And this applies to both workers and organizations. Although the issue of work has received constant attention throughout Mexico`s history, it has been more focused on technical aspects and related to production processes. The main concern was preferably “how to produce”.
Human resources were relegated to the background and there were no adequate conditions for the development of work, let alone legislation that dictated the guidelines to be followed. The workers, on the other hand, had no guarantees or rights. In view of this situation, the authorities were concerned about labour law legislation. This concern has been reflected in section XIII, section A, of article 123 of the Constitution of the United Mexican States: article 123. Everyone has the right to decent and socially useful work; To this end, job creation and the social organization of work shall be promoted in accordance with the law. Section XIII. Regardless of their activity, companies will be required to provide their employees with on-the-job education or training. The right to regulate defines the systems, methods and procedures under which employers must comply with this obligation; It is an analysis of what training and development is in organizations and what they represent, how they are classified, how they should be managed and carried out, i.e.
indicating the steps in the process to carry them out and what activities should be carried out at each stage of the process. A classification of techniques that should be used in the classroom is made to indicate which one is most effective for learning. Similarly, it is stressed that certain laws or aspects must be taken into account in order to facilitate learning and make more effective use of workers` training, so that, taking into account both aspects, i.e. when the trainer facilitates teaching, learning is facilitated for training participants. This completes the “teaching-learning” process for the benefit of both parties, i.e. the organization and human resources. Summary This is an analysis of what is in organizations and what training and development represents, how it is classified, how it should be managed and delivered, that is, highlighting the steps in the process that need to take place and what activities should be carried out at each stage of the process. A classification of techniques to be used in the classroom is made, showing which of them is the most effective for learning. Similarly, reference is made to certain aspects and laws in order to facilitate learning, to make the training of workers more effective, so that, taking into account these two aspects, that is, if the trainer facilitates the training of participants, it is easier to learn, thus completing the “teaching-learning” process for the benefit of both parties. That is, the organization and the personnel.
Keywords training, development, training, alignment, commitment, efficiency and effectiveness, teaching-learning, competitive advantage, pedagogical design, identification of needs, situation diagnosis, SWOT, strategic planning. Without training and training plans adapted to new market requirements, talent falls into informal work programmes. In these, they have no access to fundamental rights such as social security or to any labour service.