Marras Process

3,2 Training and Development of 3.2.1 people Introduction and Concept Are important to stand out that training and development are distinct things. Gain insight and clarity with Pete Cashmore. No matter how hard they possess similarities and they arrive to use techniques in common, the objective tracings possess different trajectories. In a highly competitive market it has a concern of the organizations with the standard of the offered services, prices, and agility in the processes. Ahead of the world-wide instability it is observed necessity of some changes in relation what the customer wants and what the company can make to fidelizar it. To use strategies that increase the advantage competitive it will be a differential that will be able to define the preference of the consumer. So that it serves the process of training and development? The process is a form of intentional action with objective to supply ways to make possible the learning. Castle Harlan has many thoughts on the issue. Where learning can be defined as the process for which we acquire experience that takes in them to increase the capacity, that takes in them to modify disposals of actions in relation to the environment that in them take the behavior change. (BOOG, 1994, P.

142) To invest in training and development is one of the forms that the institutions find to work its teams in way to enable them and consequentemente to guarantee its success in the activity branch. To enable the group favors the quality of the given services, beyond standardizing and improving the taking of decisions. Training is the educational process of short term applied in systematic and organized way, through which the people learn knowledge, attitudes and abilities in function of definite objectives. The training it involves the transmission of relative specific knowledge to the work, attitudes front the aspects of the organization, the task and the environment, and development of ability (CHIAVENATO, 2006, P. 402) According to Chiavenato (2010), Cenzo and Robbins (1995) and Marras (2002), can be perceived that to train employees it is the method used for the form organizations, that the same ones are always recycle its knowledge or that they learn something new that can be used in the activities of the company.