The growing levels of competence, on account of the globalization of the markets and the innovations, so much technological as organizing, because of technical progress, have prompted to the companies to adapt their structures and to improve the employees training. These reasons, linked to the promotion politics creation, have risen to continuous training investments. In turn, this great increment of the training activity carried out by the companies in the last years has prompted, at the same time, an expansion of the training offerings, necessary but excessive. This article reflects about this and make proposals in order to improve the continuous training or lifelong learning, looking deeply into in the “Transference Management” concept: aspects related to the learning transference; areas of responsibility; figures to whom is attributed those competences. Really, the objective of this article is to contribute information, suggestions and proposals to the training professionals who want to guarantee a high performance of the investments in this area.
Managing people, pp. 46-51. Spain