The present firms must worry about the education of your staff, maintain a constant inventory of their needs, make the human resources department this pending provided information that requires staff to comply with the achievement of its objectives, achieve a true productivity, cohesion in the participation of decision makers with an integrated and authentic organizational culture according to the latest advances of administrative techniques. Urges not neglecting linking companies with training professionals in universities, in order to exchange their needs, define the profile of the professional that is required, and provide the knowledge is needed. It should not be forgotten, that the fact that the company has been the first to warn the training deficit of its employees in the face of the demands of technological development and that on many occasions it has been herself that has funded and organized plans, permanent training programmes, do not justify that must necessarily be so, because this implies, with all its risks, assuming functions which, at least in part correspond to society in general. The risks are often loaded with all of the cost of this training and use it for their unique purposes, manipulating the student employee, reason, that there are some discrepancies, especially in some unions, especially Europeans, who do not come with sympathy, that the company monopolizes this function, although he doubts whether this task should assume it the State, for example, in the Venezuelan case. INCE it is or they correspond to employers trade union organizations in collaboration with him.
There is a risk, as it happens, that is marginalize, in our case, to medium and small enterprises, which has no capacity to deal with the training of its employees, and stagnate in the true leverage skills potential of these. Through his management company must watch what is your current training program which must correspond to a true planning of objectives that coordinated the company’s technological development and advancement of their staff, because otherwise it falls into a wasteful utilization and motivation of their resources d and they lead to failure. Taken into account, which is not easy to accept the changes that the present era manifest at all levels, however, a company with initiative and wishes of permanence should incorporate them into their activities disdaining any routine system. Consider Paulo Freire brings when he says: the process of culturacion of adults, as an act of knowledge, whereby the person is trained to critically analyze the culture that has shaped and thus, after the relevant reflection, Act on it, it is extremely necessary, must not be neglected. Definitely, lifelong learning is not an aspiration, not even a topic of discussion by sociologists and educators, is a reality that accompanies the technological development, especially there where there is, is something that must considered and where companies must not be neglected to ensure operability, growth, profits, productivity and above all proper utilization of human capital that has.
