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Diagnóstico y Dirección de Capacitación

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Diagnóstico y Dirección de Capacitación

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Diagnóstico y dirección de capacitación

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Daniel
Daniel
Mexico

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Diagnóstico y Dirección de Capacitación
 

Diagnóstico y Dirección de CapacitaciónOnline version

Diagnóstico y dirección de capacitación

by Daniel
1

El diagnóstico de necesidades de capacitación no debe considerar la cultura organizacional.

2

La función del recurso humano puede actuar como coach del tipo Advisory para impulsar el cambio y la visión.

3

La selección de instructores externos siempre excluye a los internos.

4

Un diagnóstico de necesidades de capacitación identifica brechas entre competencias actuales y requeridas.

5

La creación de cultura organizacional no depende de la capacitación.

6

El análisis organizacional se realiza únicamente al inicio del año y no se actualiza.

7

El análisis organizacional basado en objetivos ayuda a alinear la capacitación con la estrategia empresarial.

8

Establecer objetivos específicos de capacitación facilita la evaluación del impacto.

9

Todos los programas de capacitación deben ser presenciales para ser efectivos.

10

La logística de la capacitación incluye la planificación de espacios, horarios y materiales.

 
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