Hello everyone. In this video we will talk about the organizational training and development process. This process refers to the series of activities designed to improve the skills, knowledge, and competencies of employees within an organization. Throughout this week we will be reviewing typical situations in organizations, but which will also help us to note key elements of how the interventions will work, especially those that start with training. Training and organizational development are essential for continuous improvement, adaptation to change, and increased productivity in organizations. I am sure that at this point in your professional training you have already been involved in some way with training, perhaps not directly, but through some project you had to carry out in some subject. But to clarify some points, let's review exactly what the stages of this training process are. We have the needs analysis. It is necessary to identify the skills and knowledge that need to be developed in employees. From there we will be able to design the program, that is, we will create a detailed plan that includes objectives, teaching methods and the materials we will need to move on to implementation. In other words, how are we going to carry out the training activities using these methods and resources? Once we get through this stage, we'll move on to the evaluation. Measuring the effectiveness of the training program and making the necessary adjustments are fundamental to this stage. But in order to make an adequate analysis of what we are talking about, and especially thinking about organizational development, we must also consider some basic elements such as needs assessment. In other words, it is necessary to determine the areas in which employees require that improvement. It is necessary to establish objectives, to define clear achievable goals for the development of employees, hence this term SMART objectives: objectives that are specific, measurable, achievable, relevant, and time-bound. To move on to the design of the intervention, that is, we are going to create specific programs to address the established needs and objectives. And from there back to this part we've already talked about regarding program implementation, we need to execute the planned interventions effectively and move on to the topic of continuous evaluation. Monitor and adjust programs as needed to ensure success. Remember that organizational development focuses on change and improvement at the organizational level. It seeks to transform the culture, processes, and structure of the organization to increase its effectiveness and adaptability, while training focuses on developing the individual skills and knowledge of employees. Its goal is to improve employee performance in their specific roles. Organizational development and training are key elements in managing people within an organization. While organizational development deals with the evolution and improvement of the organization as a whole, training focuses on the growth and improvement of individuals alongside a comprehensive strategy that drives the success of the organization. Hence, training is only a small part of what organizational development means. See you in the next one