Labor paradigms expressed in a model of development and training of personnel for the productive sector

Abstract

Based on the results of an investigation “Alternatives of human development with labor qualification", attributes are extracted as inputs that the workers indicate as important in: job performance, training, human development and job reality expressed in task variability, job identity, importance of work, autonomy of functions and performance feedback. Integrated results reflect an innovative development and training scheme based on worker needs parallel to personnel administration. The integrated results reflect an innovative development and training scheme based on worker needs parallel to personnel management. Personnel development has four levels: 1st Strategic planning of work development. In this part, the organization reviews: job profiles, recruitment and selection techniques; 2nd Diagnosis of training and development needs: the employee's trajectory is evaluated from: induction, interview to visualize the worker's expectations, skills, attitudes and experience, a personalized business career design is built; 3rd Development and job training with an apprenticeship program: application in three strata: staff who make managerial decisions; employees of administrative, management and logistics services; line operators and maintenance services; 4th Context, work processes and aspects of the employee's personality, experience, work climate, type of work and level of command, nature of the work, high-performance collaborative tasks, operations management, production, technologies, etc.