When the area of human resources develops jointly with the heads of other areas which is called the Annual Program of Qualification of the company, it faces the development of the obligatory phases that they sustained the success of the programs to develop in the course of the year. But it is the surprise, that when culminating the program detects that there were problems or difficulties in the development of the sessions. That step? , He is that the students were not motivated? , The exhibitor I do not let myself understand? , The schedules were not adapted. In some organizations they consider to the processes of qualification like a lost one of time and money. But the easy thing is to contract people who or know the subjects that must dominate the worker in their position, instead of to be teaching to people who estan total or partially desactualizadas. But that exists the risk that ” retiren” of the company once assimilated the knowledge and they handle with praxis the main points of its work.

Nevertheless this is not fault of the training process, exist in these organizations an injurious climate that, makes difficult coexistence between the objectives of the worker and those of the company. In important anyway, to know like people in charge of the area of human resources, that we must make to obtain a successful formation of the personnel. 1. – Obligatory Phases the success of the formation not only depends on the accomplishment of its four phases. Any program of formation without first salary is not due to initiate analyzed the needs of formation and identified salary the objectives concrete that are persecuted.

Later, ** In the third phase is necessary to design the program considering the fundamental principles of the learning is necessary to choose the formation method. Finally, the program would be evaluated to determine if the determined objectives have been obtained. 2. – The surroundings the supervisors, the companions and the organizativas policies create a climate that helps or makes difficult the transference of the learned thing to the job. ** Fundamental Principles of the learning are had to determine goals before beginning a program Which helped to direct effort to them and to motivate the employee. The use of deferential models or it practices and it activates are also important elements in the learning. For the education of a new task it must choose between the added method, that teaches the task without dividing it in subtasks completely, the released method, that divides to the task in sub tasks, or the progressive method, that teaches a component of the task and later it adds another one without stopping practicing the previous one. The best method depends on the task, according to which there is to decide if it is taught in a single session or distributed sessions.